The Employee Engagement of Millennial Employees

Authors

  • Dewi Tamara Magister Manajemen BINUS Business School, Universitas Bina Nusantara, Jl. Hang Lekir I No. 6, Senayan, Kebayoran Baru, Jakarta Selatan, DKI Jakarta, Indonesia
  • Chevin Gultom Magister Manajemen BINUS Business School, Universitas Bina Nusantara, Jl. Hang Lekir I No. 6, Senayan, Kebayoran Baru, Jakarta Selatan, DKI Jakarta, Indonesia
  • Tumpal L. M. Sianipar Magister Manajemen BINUS Business School, Universitas Bina Nusantara, Jl. Hang Lekir I No. 6, Senayan, Kebayoran Baru, Jakarta Selatan, DKI Jakarta, Indonesia
  • Kastanya A. Kathryn Lee Magister Manajemen BINUS Business School, Universitas Bina Nusantara, Jl. Hang Lekir I No. 6, Senayan, Kebayoran Baru, Jakarta Selatan, DKI Jakarta, Indonesia

DOI:

https://doi.org/10.53555/ephbms.v5i6.1458

Keywords:

millennial, job satisfaction, employee engagement

Abstract

Millennials have an important role in the growth of the company nowadays and in the future where the workforce will be majority by the millennial generation. Employee engagement has become a potential factor for organizational performance. Many leaders or practitioners of human resource management still using the old method and have poorly understanding on how to engage their millennials which lead them to many difficulties in managing millennial which results in organizations failing to keep them working within the desired time period and also failed to engage them for their best contribution to the company. The purpose of this case study is to understand the strategies and methods used by a company located in Jakarta, the largest metropolitan city in Indonesia, in order to engage its millennial employees to get more contribution of organizational productivity. This case study uses triangulation which is a multimethod approach when collecting and analyzing data, to ensure the correctness of data or information obtained from a variety of different perspectives. In this study data was obtained from interviews, online data searches through the internet regarding the company and 2018 quarterly reports from the HR Department. The findings revealed that the HR Department used specific strategies for career growth opportunities, good communication between superiors and subordinates, pleasant work environment, positive image of the company in the community. The results obtained are very beneficial to the organization growth and company’s success.

Downloads

Download data is not yet available.

References

Ahmetoglu, G., Harding, X., Akhtar, R., & Chamorro-Premuzic, T. (2015). Predictors of Creative Achievement: Assessing the Impact of Entrepreneurial Potential, Perfectionism, and Employee Engagement. Creativity Research Journal, 27, 198–205. doi:10.1080/10400419.2015.1030293.

Alagaraja, M. and Shuck, B. (2015) Exploring Organizational Alignment-Employee Engagement Linkages and Impact on Individual Performance: A Conceptual Model. Human Resource Development Review. doi: 10.1177/1534484314549455.

Andert, D. (2011). Alternating Leadership as a Proactive Organizational Intervention: Addressing the Needs of the Baby Boomers, Generation Xers and Millennials. Journal of Leadership, Accountability & Ethics, 8(4), 67-83.

Aruna, M., & Anitha, J. (2015). Employee retention enablers: Generation Y employees. SCMS Journal of Indian Management, 12(3), 94-103.

Bandura, R. P., & Lyons, P. R. (2014). The Art and Science of Job Satisfaction: Much of It Comes Down to Decent Management Practice. Human Resource Management International Digest; Bradford, 22(7), 32–35.

Carter, B. (2015). 4 Dramatic Shifts in the Workplace that Will Positively Affect Employee Engagement [Blog post]. Retrieved from http://blog.accessdevelopment.com/4-dramatic-shifts-in-the-workplace-that-will-positively-affect-employee-engagement.

Cooper-Thomas, H. D., Paterson, N. L., Stadler, M. J., & Saks, A. M. (2014). The Relative Importance of Proactive Behaviors and Outcomes for Predicting Newcomer Learning, Well-being, and Work Engagement. Journal of Vocational Behavior, 84, 318-331. doi:10.1016/j.jvb.2014.02.007.

Cran, C. (2010). 101 Ways to Make Generations X, Y and Zoomers Happy at Work. Vancouver: Synthesis at Work Inc.

Devi, S. (2017). Impact of Employee Engagement on Organizational Performance: A Study of Select Private Sector. IMS Business School Presents Doctoral Colloquium – 2017.

DiPietro, Sheryl F. Kline & Thais Nierop (2014). Motivation and Satisfaction of Lodging Employees: An Exploratory Study of Aruba. Journal of Human Resources in Hospitality & Tourism, 13:3, 253-276.

Gioia, D. A., Corley, K. G., & Hamilton, A. L. (2013). Seeking Qualitative Rigor in Inductive Research: Notes on the Gioia methodology. Organizational Research Methods, 16(1), 15-31.

Gibson, J. W., Greenwood, R. A., & Murphy, Jr, E. F. (2009). Generational Differences In The Workplace: Personal Values, Behaviours and Popular Beliefs. Journal of Diversity Management, 4(3). doi: 10.19030/jdm.v4i3.4959.

Guha, A. (2010). Motivators and Hygiene Factors of Generation X and Generation Y-the Test of Two Factor Theory. Vilakshan: The XIMB Journal Of Management, 7(2), 121-132.

Hauw, S., & Vos, A. (2010). Millennials’ Career Perspective and Psychological Contract Expectations: Does the Recession Lead to Lowered Expectations? Journal of Business & Psychology, 25(2), 293-302.

Hay Group. 2013. Managing Across Generations in Indonesia. Viewed 3 November 2018 <http://www.slideshare.net/nidthia/hay-group-mindingthegapfeb2013>

Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level Relationship Between Employee Satisfaction, Employee Engagement, and Business Outcomes: A Meta-analysis. Journal of Applied Psychology, 87, 268−279.

Honore, J. (2009). Employee motivation. Consortium Journal of Hospitality & Tourism Josan, I. J. (2013). Human Capital and Organizational Effectiveness Manager.

Judge, T.A. & Church, A.H. (2000). Job Satisfaction Research and practice. In C.L. Cooper and E.A. Locke (Eds). Industrial and organizational psychology: Linking theory with practice.

Kaifi, B. A., Nafei, W. A., Khanfar, N. M., & Kaifi, M. M. (2012). A multi-generational Workforce: Managing and Understanding Millennials. International Journal of Business & Management, 7(24), 88-93.

Kowske, B., Rasch, R., & Wiley, J. (2010). Millennials’ (lack of) Attitude Problem: An Empirical Examination of Generational Effects on Work Attitudes. Journal of Business & Psychology, 25(2), 265-279.

Kucherov, D. & Zamulin, A. (2016). Employer Branding Practices for Young Talents in IT Companies (Russian experience). Human Resources Development International, 19(2), 178-188.

Markos, S., & Sridevi, M.S. (2010) Employee Engagement: The Key to Improving Performance. International Journal of Business and Management, 5, 89-96.

McCuiston, V. E. & DeLucenay, A. (2010). Organization Development Quality Improvement Process: Progress Energy’s Continuous Business Excellence Initiative. Journal of Business Case Studies, 6, 7–18. doi:10.19030/jbcs.v6i6.255

Miles, M. B. & Huberman, A. M. (1992). Qualitative Data Analysis: A Sourcebook of New Methods. Jakarta: UI PRESS.

Mirvis, P. H. (2012). Employee Engagement and CSR: Transactional, Relational, and Developmental Approaches.

Mishra, K., Boynton, L., & Mishra, A. (2014). Driving Employee Engagement: The Expanded Role of Internal Communications. International Journal of Business Communication, 51(2), 183-202.

Montgomery, E. G., & Oladapo, V. (2014). Talent Management Vulnerability in Global Healthcare Value Chains: A General Systems Theory Perspective. Journal of Business Studies Quarterly, 5,173-189.

MP Singh & Sinha J. (2013). Job Satisfaction in Organizational Executives International. Journal of Scientific and Research Publications, Volume 3, Issue 4, April 2013 1 ISSN 2250-3153

Mullins, L. J. (2013). Management And Organisational Behaviour (5th Ed.). London: Financial Times, Prentice Hall.

Murphy, W. (2012). Reverse Mentoring at Work: Fostering Cross-generational Learning and Developing Millennial Leaders. Human Resource Management, 51, 549-574.

Myers, K., & Sadaghiani, K. (2010). Millennials in the Workplace: A Communication Perspective on Millennials’ Organizational Relationships and Performance. Journal of Business & Psychology, 25(2), 225-238.

Ozcelik, G. (2015). Engagement and Retention of the Millennial Generation in the Workplace through Internal Branding. International Journal of Business and Management, 10(3).

Pilbeam, S. & Corbridge, M. (2002). People Resourcing: HRM in Practice (2nd Ed.). UK: Financial Times, Prentice Hall.

Ratanjee, V & Emond, L. 2013. “Why Indonesia Must Engage Younger Workers”, Gallup Business Journal, December 2013. Viewed 3 November 2018, <http://www.gallup.com/businessjournal/166280/why-indonesia-engage-younger-workers.aspx>

Robbins, S. P. (2005). Essentials of organizational behavior (8th Ed.). Upper Saddle River, NJ: Pearson/Prentice Hall.

Robinson D., Perryman S., & Hayday S. (2004). The Drivers of Employee Engagement Report 408, Institute for Employment Studies, UK. Retrieve from http://www.employment-studies.co.uk/system/files/resources/files/408.pdf

Saks, Alan M. 2006. “Employee Engagement: Antecendents and Consequences”. Journal of Managerial Pshycology, Vol. 21. No.7. pp. 600-619. Emerald Insight.

Sarwar, S. & Abugre, J. (2013) The Influence of Rewards and Job Satisfaction on Employees in the Service Industry. The Business and Management Review, 3, 23-32.

Schaufeli, W. B., Marisa S., Vincente G. R., Arnold B. Bakker (2002). The Mesurement Of Engagement and Burnout: A Two Sample Confirmation Factor Analytic Approach. Journal of Happiness Studies 3:71-92, 2002.

Sekaran, U. & Bougie, R. (2016). Research Methods for Business (7th Ed.). Sussex, UK: John Wiley & Sons.

Taylor, S. (2008). Staff Turnover and Retention. In S. Taylor, People Resourcing (p. Chapter 17). London: Chartered Institute of Personnel & Development.

Thompson, C., & Gregory, J. B. (2012). Managing Millennials: A Framework for Improving Attraction, Motivation, and Retention. The Psychologist-Manager Journal, 15, 237-246. doi:10.1080/10887156.2012.730444

Vandenabeele, W. (2014). Explaining Public Service Motivation: The Role of Leadership and Basic Needs Satisfaction. Review of Public Personnel Administration, 34, 153–173. doi:10.1177/0734371x14521458

Vasquez, D. (2014). Employee Retention for Economic Stabilization: A Qualitative Phenomenological Study in the Hospitality Sector. International Journal of Management, Economics and Social Sciences (IJMESS), 3(1), 1-17. Taken from http://www.ijmess.com/

Wellins, R. & J. Concelman. (2005). Creating a Culture for Engagement. Workforce Performance Solutions. Retrieved August 1, 2005 from www.WPSmag.com.

Yang, J. T., Wan, C. S., & Fu, Y.-J. (2012). Qualitative Examination of Employee Turnover and Retention Strategies in International Tourist Hotels in Taiwan. International Journal of Hospitality Management, 31, 837-848.

Published

2019-07-31

How to Cite

Tamara, D., Gultom, C., Sianipar, T. L. M., & Kathryn Lee, K. A. (2019). The Employee Engagement of Millennial Employees . EPH - International Journal of Business &Amp; Management Science, 5(6), 55–72. https://doi.org/10.53555/ephbms.v5i6.1458

Most read articles by the same author(s)

1 2 > >>