Abstract:AbstrakPenelitian ini bertujuan untuk mengetahui pengaruh work design characteristics, career growth, dan psychological capital terhadap work engagement karyawan generasi milenial di PT.XYZ. Data penelitian ini diperoleh dari 91 karyawan generasi milenial yang ada di PT.XYZ. Teknik sampling yang digunakan pada penelitian ini adalah accidental sampling, Penelitian ini menggunakan skala Utrecht Work Engagement Scale yang dikembangkan oleh Schaufeli, dkk (2002), Work Design Questionaire yang dikembangkan oleh Mor… Show more
“…Kontribusi mereka mencapai 37,37%. Hal ini akan mencapai puncaknya pada tahun 2030 dengan angkatan kerja generasi milenial sebesar 70% (Amalia & Hadi, 2019).…”
Penelitian ini dilakukan bertujuan untuk mengetahui pengaruh career growth terhadap work engagement karyawan generasi milenial di Kota Bandung. Jumlah responden 200 yang merupakan karyawan generasi milenial di Kota Bandung. Kuesioner telah diadaptasikan oleh peneliti berdasarkan teori Weng dan Xi (2011) untuk variabel career growth dengan reliabilitas 0,914. Sedangkan untuk bagian work engagement peneliti mengadaptasikan instrumen berdasarkan teori Schaufeli dkk (2006) untuk variabel The Utrecht Work Engagement Scale (UWES) dengan reliabilitas 0,912. Teknik sampel yang digunakan adalah teknik accidental sampling. Hasil penelitian menunjukkan bahwa terdapat pengaruh positif antara career growth terhadap work engagement karyawan milenial di Kota Bandung.
“…Kontribusi mereka mencapai 37,37%. Hal ini akan mencapai puncaknya pada tahun 2030 dengan angkatan kerja generasi milenial sebesar 70% (Amalia & Hadi, 2019).…”
Penelitian ini dilakukan bertujuan untuk mengetahui pengaruh career growth terhadap work engagement karyawan generasi milenial di Kota Bandung. Jumlah responden 200 yang merupakan karyawan generasi milenial di Kota Bandung. Kuesioner telah diadaptasikan oleh peneliti berdasarkan teori Weng dan Xi (2011) untuk variabel career growth dengan reliabilitas 0,914. Sedangkan untuk bagian work engagement peneliti mengadaptasikan instrumen berdasarkan teori Schaufeli dkk (2006) untuk variabel The Utrecht Work Engagement Scale (UWES) dengan reliabilitas 0,912. Teknik sampel yang digunakan adalah teknik accidental sampling. Hasil penelitian menunjukkan bahwa terdapat pengaruh positif antara career growth terhadap work engagement karyawan milenial di Kota Bandung.
“…Most of the employees who work not according to their abilities or majors are a contract and outsourced employees. Amalia & Hadi (2019) stated that contract and outsourcing employees tend to pay less attention to their career growth because they work only to seek experience and financial gain without considering work engagement. This discrepancy with employees' educational background and status makes employees not have high confidence, so it does not affect their work engagement.…”
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.
“…Brant & Castro (2019) stated that millennials will make up 75% of the global workforce by 2025. Meanwhile, research conducted by Dale Carnegie Indonesia, the number of millennial generation workers is predicted to peak at 70% in 2030 (Amalia & Hadi, 2019). Therefore, the millennial generation is the group that dominates the workforce in Indonesia (Arfis & Samadi, 2022).…”
This study aims to determine the effect of psychological well-being and work engagement partially and simultaneously on the performance of millennial generation employees. The method use a quantitative approach. Sampling using non-probability sampling technique through google form with a total of 367 millennial generation employee respondents who work in Jabodetabek. The psychological well-being was measured by Ryff's Psychological Well-being (RPWB) - NFSH totaling 18 items. Work engagement was measured by Utrecht Work Engagement Scale-9 (UWES-9) with a total of 9 items. Employee performance was measured by Individual Work Performance Questionnaire (IWPQ) totaling 18 items. Data processing using Jamovi 2.4 software with multiple linear regression models. Hypothesis testing results show that psychological well-being variables has no effect on employee performance. While the work engagement variable has a positive effect on employee performance. Simultaneously, psychological well-being and work engagement have positive effect on employee performance of millennial generation in Jabodetabek by 6,55%.
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