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Desire to leave organization (turnover intention) is a phenomenon that has increased in recent years, especially for Millennial employees that dominate the job market now and have unique characteristics which require special attention. This systematic literature review aimed to identify the factors that influence turnover intention in Millennial employees. On 25 June 2022, a search on three databases: SAGE Journals, Springer Link, and Web of Science, and keywords “turnover intention*” AND “Millennial*” OR “generation y” OR “gen-y”, with year filter 2019-2022, showed 73 relevant articles. Furthermore, applying the inclusion and exclusion criterias, there were 5 articles selected. The results showed that the influencing factors are: psychological contract violations, work-life balance, job characteristics (task and knowledge), work fulfillment, and the quality of relationship with colleagues. By knowing these factors, organizations can use them as a reference in formulating strategies to retain Millennial employees in the workplace.

Based on the need analysis conducted, the problems are Bubutan subdistrict of Surabaya City has a large number of young people, but it is not balanced with productivity. In this stage, adolescents should be directed to carry out positive activities by their interests. Results of the initial assessment found that young people in Bubutan are interested in the field of entrepreneurship. Still, unfortunately, most of them did not have basic entrepreneurial knowledge and skill. The solution that is expected to be effective for those problems is an entrepreneurship education program to empower self-potential in the entrepreneurial field. In fact, the implementation of this program can be a solution to the need of young people in Bubutan, which was lack entrepreneurial education. This program was given to Posyandu Remaja with consideration that they can become initiators for other adolescents to develop productivity, quality, and self-character in the industrial era 4.0, which demands global competition.

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Hubungan antara aktivitas fisik dengan kesejahteraan psikologis telah diteliti oleh beberapa peneliti terdahulu. Studi telaah literatur yang sistematis ini dilakukan untuk meninjau hubungan antara kedua variabel tersebut dalam konteks pandemi Covid-19. Pembatasan kegiatan dalam rangka pengendalian penyebaran Covid-19 telah mempengaruhi kehidupan masyarakat, baik dari segi pembatasan ruang gerak maupun relasi sosial. Studi ini bertujuan untuk mengidentifikasi perubahan aktivitas fisik yang terjadi selama masa pandemi Covid-19 dan pengaruhnya terhadap kesejahteraan psikologis. Penelusuran di Scopus pada tanggal 20 Mei 2021 menggunakan kata kunci psychological well-being, subjective well-being, physical activities, physical exercise, sporting behavior, outdoor activity, serta Covid-19 dan pandemic dengan pembatasan rentang tahun publikasi 2020 – 2021 menghasilkan temuan 241 artikel. Selanjutnya, dengan menerapkan kriteria inklusi dan eksklusi, tahapan penyaringan judul dan abstrak serta penyaringan teks lengkap dilakukan menggunakan bantuan perangkat Covidence. Dari hasil penyaringan, ada 7 artikel yang kemudian terpilih untuk ditelaah. Hasil telaah menunjukkan bahwa terdapat perubahan aktivitas fisik selama pandemi Covid-19 dibandingkan sebelum pandemi. Perubahan tersebut juga ikut memengaruhi tingkat kesejahteraan psikologis di masa pandemi. Dengan demikian, penyesuaian dalam aktivitas fisik di masa pandemi Covid-19 tetap dapat dilakukan dalam rangka menunjang kesejahtreaan psikologis seseorang.

In Human Resource Management, workers from the millennial generation, including those working as lecturers in Indonesia, are often studied with regard to their low level of organizational commitment. Millennial lecturers are often faced with various challenges that can trigger them to decide to quit their jobs and leave the college. This research aimed to discover the factors influencing millennial lecturers' organizational commitment. The instruments used were the Organizational Commitment Scale, Job Satisfaction Survey, and Professional Commitment Scale. The respondents were 123 lecturers from 10 universities in Padang, Jakarta, and Bali, who were selected using purposive sampling technique. The analysis method used was a multiple regression analysis. The research findings showed that job satisfaction and professional commitment, to be exact, their satisfaction with supervisors, professional commitment continuance and normative professional commitment had a significant impact on these lecturers' organizational commitment. The result of this study delivers important implications to universities in managing their millennial lecturers so that they can improve their organizational commitment.Abstrak: Dalam Manajemen Sumber Daya Manusia, Generasi Milenial, termasuk mereka yang bekerja sebagai dosen di Indonesia, sering diteliti dalam kaitannya dengan komitmen organisasi mereka yang rendah. Dosen milenial sering dihadapkan dengan berbagai tantangan yang dapat memicu mereka untuk memutuskan berhenti dari profesi dosen dan keluar dari perguruan tinggi. Oleh karena itu, penelitian ini bertujuan untuk menemukan faktor-faktor yang memengaruhi komitmen organisasi pada dosen milenial. Alat ukur yang digunakan adalah Skala Komitmen Organisasi, Survei Kepuasan Kerja, dan Skala Komitmen Profesi. Responden penelitian yaitu 123 dosen milenial dari 10 perguruan tinggi yang ada di Padang, Jakarta, dan Bali yang dipilih dengan menggunakan teknik purposive sampling. Metode statistik yang digunakan adalah analisis regresi berganda. Hasil penelitian menunjukkan bahwa kepuasan kerja dan komitmen profesi memiliki pengaruh yang signifikan terhadap komitmen organisasi. Secara lebih spesifik, kepuasan terhadap atasan, komitmen profesi kontinuans, serta komitmen profesi normatif memiliki pengaruh signifikan terhadap komitmen organisasi dosen milenial. Hasil penelitian ini memiliki implikasi penting bagi perguruan tinggi dalam pengelolaan dosen Generasi Milenial agar mereka dapat meningkat komitmen organisasinya.