Factors Affecting the Intention of Millennial Workers in Indonesia to Leave

Abstract

Objective – This study examines the effect of mediating work pressure on the relationship between the quality of work life and the desire to leave of millennial employees. Methodology/Technique – The highest portion of the workforce in Indonesia in 2016 is the millennial generation, which comprises around 62.5 million people. Millennials possess different attitudes, characteristics and skills than the Baby Boomer generation. Millennial employees are perceived to look for the value of work to improve the quality of work life rather than financial benefits. Organizations must understand the character of millennial employees to gain the best talents. Findings – The findings of the study show that quality of work life has a negative and significant effect on work stress. Meanwhile, work stress has a positive and significant effect on intention to leave. Finally, the quality of work life has a negative and significant effect on intention to leave. Research Limitations / Implications – This study concludes that work stress mediates the relationship between the quality of work life and intention to leave. This study concludes that quality of work life is very important for low work stress and reducing the intention to leave among millennial employees. Novelty – These findings expand upon existing research related to the quality of work life, work stress and turnover intention and provides recommendations for organizations to retain millennial employees. Type of Paper: Empirical. Keywords: Millennial; Quality of Work Life; Work Stress; Intention to Leave. Reference to this paper should be made as follows: Komari, N.; Sulistiowati. 2019. Factors Affecting the Intention of Millennial Workers in Indonesia to Leave, J. Bus. Econ. Review 4 (2): 83 – 89 https://doi.org/10.35609/jber.2019.4.2(2) JEL Classification: J60, J61, J69.

Strengthening Indonesia’s Millennial Generation Organizational Commitment and Loyalty: The Role of Religiosity

“…Defined as a tendency to stay and act to use a certain product [37] becoming a way to express an individual cognition and action toward an organization. A loyal individual will provide behaviour such as intention to stay [38] and in some cases will devoutly use their company products [39], [40]. This cognition and action, tend to positively affect the organization.…”

The Influence of Financial Compensation and Career Development Mediated Through Employee Engagement Toward Turnover Intention of Millennial Employees of XYZ Grup

“…Peningkatan generasi milenial tentu menjadi tantangan bagi perusahaan termasuk Grup XYZ, banyak pandangan negatif dan keluhan yang berkembang di masyarakat terkait hal ini. Salah satu perubahan yang signifikan adalah bahwa karyawan milenial memiliki sikap yang berbeda, keterampil, dan karakteristik dibanding generasi lain (Komari & Sulistiowati, 2019). Beberapa pemimpin perusahaan yang berasal dari generasi sebelumnya (generasi baby boomers dan generasi X) mulai mengeluhkan sikap-sikap generasi milenial saat harus bekerja sama dengan mereka (Deloitte, 2019).…”

The Work Stress of Millennial Employees Reviewed from the Viewpoint of Organizational Climate with Team-Member Exchange as a Moderator [Stres Kerja Karyawan Milenial Ditinjau dari Iklim Organisasi dengan Team-Member Exchange sebagai Moderator]

“…This is supported by Buzza (2017), who proved that the Millennials is more interested in working at a place which offers a good work-life balance, meaning that the conditions of the organizational climate in the work environment play a large role for the Millennials, when choosing their workplaces. Komari and Sulistiowati (2019) stated that perceptions concerning the quality of the work-life balance for Millennial employees in Indonesia have a significant negative connection with work stress, when employees with a positive perception of the quality of work-life balance are to be helped in lowering the level of work stress suffered. Work-life balance in this study by Komari and Susilowati (2019), is the response to an organizational climate environment which is supportive of the lives of employees, so, from this, the results of this study may become a reference for the building of a form of organizational environment which supports the achievement of a good work-life balance for employees.…”