Key success for organization with millennial workforce to win the competitiveness on business industry in 4.0 era is having a compatible model of work engagement. In 2025, millennials will dominate up to 75% of the labour force. Therefore it is necessary to scientifically inquire deeper on this generation. This research adopted Job Demand Resources Model (JD-R) as theoretical framework. It specifically aimed to analyse the most suitable work engagement model among millennials who work at state owned companies. Predictor variables in this research were job crafting and meaningful work as mediator. This quantitative research (N=318) used scaling for data collection and Structural Equation Model (SEM) to test the data. This research found: 1) work engagement model fits for the millennial workforce, 2) job crafting has direct significant effect to work engagement, and 3) meaningful work plays as mediator between job crafting and work engagement.
Most working women find it difficult to get work-family balance because when they are in one domain, the other suffers. Work-family balance will be useful for organization, family, and the individual himself. This research was aimed at finding out factors that influence workfamily balance of working mothers in Semarang, using descriptive qualitative method. The research subject was selected using purposive technique with informant characteristics as follow: working mother, working husband, living together with husband, and having child under 18 years old. Based on the research result, it was revealed that there are six factors influencing work-family balance, either from internal or external factors. Internal factors that influence work-family balance are commitment, understanding towards women’s role, and individual’s character. Meanwhile, external factors that influence work-family balance are social support, either from husband, family, supervisor, or colleagues, the presence of a child, and working autonomy.
Many evidents show that women play important role in economic development of a region and a country. Any obstacles in business do not always inhibit them to be successful entrepreneur. This research was conducted to understand the nature of mindset owned by successful business women. The approach used was phenomenology to four respondents, who were female entrepreneurs. Data were collected by in-depth interview with them concerning food, drink, fashion and retails that were obtained through networking. The data were analyzed involving several main processes, namely epoche, phenomenological reduction, imaginative variation and synthesis of meaning and essences. The credibility of the results was obtained through member checking. The results showed that these women's mindset consisted of cognitive component, metacognitive and motivation. The internal structure within the mindset were built of interdependence, differentiation, spiritualism and learning.
Every country needs innovation to support economic growth and prepare for the future of a better nation. This study aims to empirically examine transformational leadership, proactive personality, and work design in driving innovative work behavior. The hypothesis proposed is transformational leadership, proactive personality, and work design is a predictor of innovative work behavior in employees. This study used a quantitative survey approach. Methods of data collection in this study was done by spreading the scale to the subject of research. Data were analyzed using multiple regression technique. The results show that transformational leadership, proactive personality, and work design together improve employee innovation (F) = 58,032, R2 = 0,593).
Abstract. Globalization era demands high organization's performance to survive. There are some human resource problems in Indonesia that indirectly influence individuals' performance in the organization. This research aimed to determine openness to experience, organizational citizenship behavior (OCB) and employee-oriented organizational culture as employee performance predictor. Ths was a field study that used a quantitative methodology. A questionnaire was used to collect data about openness to experience, organizational citizenship behavior, employee-oriented organizational culture, and employee performance. Hypothesis test done with regression analysis toward 166 respondents resulted in the value of F=52,971 (p<0.05). Data analysis results explained that openness to experience variable, organizational citizenship behavior variable, employee-oriented organizational culture variable worked together to give influential contribution as much as 49.5% toward employee's performance. The study resolved that the organizational citizenship behavior and openness to experience are significant variables for predicting employee performance. Keywords: openness to experience, organizational citizenship behavior, organization's culture oriented to employees, employee performanceAbstrak. Era globalisasi saat ini menuntut kinerja organisasi yang tinggi untuk dapat bertahan. Banyaknya permasalahan tentang SDM di Indonesia secara tidak langsung memengaruhi kinerja individu dalam organisasi. Penelitian ini bertujuan untuk menguji keterbukaan terhadap pengalaman, organizational citizenship behavior (OCB) dan budaya organisasi berorientasi pada karyawan sebagai prediktor dari kinerja karyawan. Penelitian ini merupakan studi lapangan menggunakan metodologi kuantitatif. Kuesioner yang digunakan adalah kuesioner keterbukaan terhadap pengalaman, organizational citizenship behavior, budaya organisasi berorientasi pada karyawan dan kinerja karyawan. Uji hipotesis dilakukan dengan n analisis regresi terhadap 166 responden menghasilkan nilai F=52,971 (p<0,05). Hasil analisis data menyatakan bahwa variabel keterbukaan terhadap pengalaman, OCB dan budaya organisasi berorientasi terhadap karyawan secara bersama sama memberikan kontribusi sebesar 49,5% terhadap kinerja karyawan. Implikasinya bahwa variabel OCB dan keterbukaan terhadap pengalaman layak untuk dipertimbangkan dalam memprediksi kinerja karyawan.Kata kunci: keterbukaan terhadap pengalaman, organizational citizenship behavior, budaya organisasi berorientasi pada karyawan, kinerja karyawan 1 Era globalisasi saat ini menuntut kinerja organisasi yang tinggi untuk dapat 1 Korespondensi mengenai isi artikel ini dapat dilakukan melalui: pratista.arsat@gmail.com 2 Atau melalui: fhimam@ugm.ac.id bertahan hidup ditengah-tengah tingkat persaingan yang sangat ketat antar organisasi. Pada saat ini organisasi dituntut untuk tidak hanya bersaing dengan sesama organisasi dalam negeri, tapi juga dengan organisasi atau perusahaan multinasional
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