Career Adaptability and Work Engagement of Millennial Startup Employees

Abstract

This study aims to determine the level of career adaptability and work engagement and the effect of career adaptability on work engagement in millennial generation employees at a startup company. This type of research is ex post facto with a quantitative approach. The population of this study amounted to 34 employees who work at the startup company. This research is a population study; therefore, it uses the entire population of employees. The instrument uses a psychological scale of career adaptability and works engagement. The validity of the research scale uses content validity by expert judgment. The reliability of the research scale was estimated using Cronbach Alpha and composite reliability. The results of the descriptive analysis show that the level of career adaptability and work engagement of millennial generation employees at A startup company is relatively high. The results of multiple linear regression analysis show that: (1) career adaptability affects work engagement, (2) career adaptability concerns and curiosity dimensions affect work engagement, (3) career adaptability dimensions control and confidence have no effect on work engagement.

Assessing the Effect of Career Adaptability on Employee Engagement through Public Service Motivation: Study of Civil Servants in Indonesia

“…Most of previous researchers referred to Savickas definition of career adaptability in their papers (Maggiori, Rossier and Savickas, 2017) (Tladinyane and Van der Merwe, 2015) (Haynie, Flynn and Herda, 2020) (Ghosh and Fouad, 2018) (Haryani, 2021). Career adaptability is defined as an individual's readiness and resources for handling current and anticipated tasks, transitions, and traumas in their occupational roles that alter their social integration (Savickas, 2005).…”

“…A study from Tladinyane and Merwe (2015) on employees of insurance companies in South Africa concluded that there are significant differences in age and race groups in relation to career adaptability and employee engagement, so organizations need to recognize these biographical differences as a reference for engagement interventions and career counseling arrangements (Tladinyane & Van der Merwe, 2015). Research conducted on millennial employees in Indonesian startup companies shows that career adaptability affects millennial work engagement on the dimensions of concern and curiosity, but not on the dimensions of control and confidence (Haryani, 2021). Another study on career adaptability from Yang et al (2019) in China proves that career adaptability has a significant effect on work engagement, thereby predicting employee well-neing behavior (Yang et al, 2019).…”