Work Engagement Karyawan Generasi Milenial Pada Pt. X  Bandung

Sukoco, Iwan; Fu’adah, Dian Nur; Muttaqin, Zaenal

doi:10.24198/adbispreneur.v5i3.29953

Cited by 5 publications

(4 citation statements)

References 6 publications

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“…Karyawan generasi milenial dapat memiliki penghayatan yang baik dalam pekerjaan karena memiliki kebebasan untuk memutuskan tanggung jawab mereka sendiri dan memiliki variasi pekerjaan yang beragam, identitas tugas juga dapat membuat karyawan dapat berkonsentrasi penuh dalam pekerjaannya karena identitas tugas karyawan yang diberikan kebebasan dalam melakukan pekerjaan dapat berkonsentrasi penuh dalam melakukan pekerjaannya (Dewi et al, 2021). Umpan balik dapat membantu karyawan apabila dihadapkan dengan tugas yang kurang dikuasai, karyawan akan berdiskusi dengan rekan kerja atau atasannya untuk mencari solusi dari permasalahannya (Sukoco et al, 2021).…”

Section: Pembahasanunclassified

Exploration of the Work Engagement of Millennial Generation: A Perspective on Job Characteristics

Wada,

Rahmah

2023

Psikoborneo

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The millennial generation possesses a spirit of optimism and high loyalty within the company; however, millennials tend to prefer seeking alternative employment opportunities that offer room for growth, commonly referred to as turnover. One influencing factor in this phenomenon is the work engagement of employees and job characteristics. This study aims to determine the relationship between job characteristics and work engagement among millennial generation employees. This research method uses a quantitative approach. The subjects of this study were 250 millennial generation employees who were selected using a purposive sampling technique. The data collection method used is the work engagement scale and the job characteristics scale. The data analysis used is the Kendall Tau correlation test. The results showed that the value of p = 0.000 (p <0.05) and a correlation value of 0.318, which means that there is a positive and significant relationship between work characteristics and work engagement among millennial generation employees. The implication based on the results of the research is that job characteristics have an important role to play in increasing employee engagement, by giving freedom to employees in handling work and opportunities to contribute to the company.Generasi milenial memiliki jiwa optimisme dan loyalitas yang tinggi dalam perusahaan, namun nyatanya generasi milenial lebih memilih mencari pekerjaan lain yang memiliki kesempatan untuk berkembang atau disebut turnover. Salah satu faktor yang memengaruhi hal ini adalah keterikatan kerja karyawan dan karakteristik pekerjaan. Penelitian ini bertujuan untuk mengetahui hubungan karakteristik pekerjaan dengan keterikatan kerja pada karyawan generasi milenial. Metode penelitian ini menggunakan pendekatan kuantitatif. Subjek penelitian ini berjumlah 250 karyawan generasi milenial yang dipilih dengan menggunakan teknik purposive sampling. Metode pengumpulan data yang digunakan adalah dengan skala keterikatan kerja dan skala karakteristik pekerjaan. Analisis data yang digunakan adalah uji korelasi kendall tau. Hasil pada penelitian menunjukkan bahwa nilai p = 0.000 (p < 0.05) dan nilai korelasi sebesar 0.318 yang artinya terdapat hubungan positif dan signifikan karakteristik pekerjaan dengan keterikatan kerja pada karyawan generasi milenial. Implikasi berdasarkan pada hasil penelitian adalah karakteristik pekerjaan memiliki peran penting untuk meningkatkan keterikatan kerja karyawan, dengan memberi kebebasan pada karyawan dalam menangani pekerjaan dan kesempatan untuk memberikan kontribusi pada perusahaan.

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Section: Pembahasanunclassified

Exploration of the Work Engagement of Millennial Generation: A Perspective on Job Characteristics

Wada,

Rahmah

2023

Psikoborneo

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“…Engagement can be understood as behavior that produces positive situations and high motivation, thereby creating dedication and good focus by employees on the work they do (Bakker & Albrecht, 2018). According to Sukoco et al (2021), work engagement is shown by the outcome of employees who have focus and concentration in the high category, even though the work they have is classified as difficult. Positive things implemented by employees with high work engagement will be able to increase the company's success.…”

Section: Introductionmentioning

confidence: 99%

Exploring the Impact of Mindfulness on Work Engagement in the Education Sector

Hasanati,

Anisa

2024

AIJP

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The research aims to investigate how mindfulness impacts work engagement through the lens of meaningfulness at work. The research aims to be beneficial for the scientific field of organisational psychology and can serve as a valuable resource for organisations looking to manage human resources from a positive psychology standpoint. This research uses a quantitative approach with a non-experimental research design, and is a type of correlational research. This study is about human resources professionals who work in the education field. Quota sampling is the method used for the sample. Also, subjects were chosen from teachers at all levels, from elementary to high school, with as many topics as possible coming from 150 teachers. The Mindful Attention Awareness Scale (MAAS), the Utrecht Work Engagement Scale (UWES), and the Work and Meaning Inventory (WAMI) scale are the three types of study tools that have been shown to be valid and reliable. A study of 150 teachers in East Java found that mindfulness had a significant negative effect on work participation through meaningful mediation. This effect was 47.8%. When the teacher's mindfulness is low, work engagement will be high, and when it's high, mindfulness will be low, work engagement will be high. There are a lot of things that can change the effects of these three variables. Some of these are teacher welfare, which includes benefits, salary, and job security, and teaching experience, which is linked to the number of years worked as a teacher.

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“…In the opinion of Takawira et al, 2014 the challenges of the organization today are not only retaining superior employees but also focusing on making employees feel attached to the organization/company so that they are skilled and fully involved in the work. Work engagement is very important for employees because it can have a positive impact on both employees and the company financially and organizationally (Sukoco et al, 2020). However, the reality is that currently according to Wicaksono, in 2020 only 36% of millennial workers in Indonesia feel attached to their company.…”

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confidence: 99%

Importance of Happiness and Meaningfulness of Work in Increasing Work Engagement of Millennial Generation in the Digital Age: Systematic Literatur Review

Kusumawati,

Matulessy,

Rini

et al. 2024

JPTT

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Background: The mixing of 3 generations (x, millennial / y and z) in the world of work raises differences in the picture of work ethos and attachment. The company has a strategy of creating superior employees. Millennial employees show a desire to be appreciated, maximize work time and prioritize mental health, so that employees can still work in happy conditions and not depressed. Objective: This research shows the importance of happiness and work meaning felt by millennial employees to increase work engagement to the global competition. Method: Systematic literature review by identifying, assessing, and synthesizing literature search results through Google Scholar, Scopus, Research Gate, and Garuda. Results: 12 literature studies show that the work attachment of millennial generation employees is at a moderate level and is still below the work attachment of previous generations. Conclusion: Companies can provide work comfort and opportunities to be actively involved in work so that a sense of meaning arises for the work done to increase employee engagement in the company. Abstrak Latar Belakang: Percampuran 3 golongan generasi (x, milenial/y dan z) di dunia kerja menunculkan perbedaan gambaran etos dan keterikatan kerja. Perusahaan memiliki strategi menciptakan karyawan unggul. Karyawan milenial menunjukkan keinginan untuk dihargai, memaksimalkan waktu kerja dan mengutamakan kesehatan mental, sehingga karyawan tetap bisa bekerja dalam kondisi bahagia dan tidak tertekan. Tujuan: Penelitian ini mengetahui pentingnya kebahagiaan dan kebermaknaan kerja yang dirasakan oleh karyawan milenial terhadap peningkatan keterikatan kerja pada persaingan global. Metode: yang digunakan adalah Systematic literatur review dengan mengidentifikasi, menilai dan menyintesiskan hasil penelusuran kepustakaan melalui google scholar, Scopus, research gate dan garuda. Hasil: 12 studi kepustakaan menunjukkan bahwa keterikatan kerja yang dimiliki para karyawan generasi milenial berada di taraf sedang dan masih di bawah keterikatan kerja yang dimiliki para generasi sebelumnya. Simpulan: Perusahaan dapat memberikan kenyamanan kerja dan kesempatan untuk terlibat aktif dalam bekerja sehingga muncul rasa bermakna atas pekerjaan yang dilakukan sehingga dapat meningkatkan keterikatan kerja karyawan di perusahaan.

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Work Engagement Karyawan Generasi Milenial Pada Pt. X Bandung

Cited by 5 publications

References 6 publications

Exploration of the Work Engagement of Millennial Generation: A Perspective on Job Characteristics

Exploration of the Work Engagement of Millennial Generation: A Perspective on Job Characteristics

Exploring the Impact of Mindfulness on Work Engagement in the Education Sector

Importance of Happiness and Meaningfulness of Work in Increasing Work Engagement of Millennial Generation in the Digital Age: Systematic Literatur Review

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