The Antecedents of Intention to Stay among Millenials: Work Engagement as Mediator
Article Sidebar
Main Article Content
Abstract
Study on millenial generation is essential to conduct since in the near future the millenials will dominate the workforce and hold strategic positions in industry. According to references, millenials are well-known for their reluctance to stay working in one place for a long-time period. Many speculations have arisen to explain the issue, whether it is caused by their positive as well as the negative characteristics. This study aimed to investigate the factors affecting millenial’s intention to stay. Three levels of context were involved as researched variables, namely work passion, quality of work life, and work engagement as mediator. Quantitative and non-experimental study was applied to test the hypotheses. Using convenience sampling technique, 125 millenial workers in Jakarta, Indonesia, were recruited and completed the online questionnaires. The questionnaires to measure the researched variables are Intention to Stay Scale, Work Passion Scale, Quality of Work Life Scale, and Utrecht Work Engagement Scale (UWES). Regression analysis reported that intention to stay was significantly affected by work passion and quality of work life. Moreover, work engagement was also proven to be a significant mediator that bridged the association between intention to stay and both of independent variables, namely work passion and quality of work life.
Article Details
This work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.
This work is licensed under a Jurnal Komunikasi Creative Commons Attribution-ShareAlike 4.0 International License.References
Agus, A., & Selvaraj, R. (2020). The mediating role of employee commitment in the relationship between quality of work life and the intention to stay. Employee Relations: The International Journal, 42(6), 1231–1248. https://doi.org/10.1108/ER-07-2019-0292
Astrianti, A., Najib, M., & Sartono, B. (2020). Quality of work life, organizational commitment and turnover intention in account officer of micro finance company. Sosiohumaniora, 22(1), 17. https://doi.org/10.24198/sosiohumaniora.v22i1.23121
Bakker, A., & Leiter, M. (2012). Work engagement: A handbook of essential theory and research edited by Arnold B. Bakker and Michael P. Leiter. Personnel Psychology, 65. https://doi.org/10.1111/j.1744-6570.2011.01242_2.x
Bellamkonda, N., Santhanam, N., & Pattusamy, M. (2020). Goal clarity, trust in management and intention to stay: The mediating role of work engagement. South Asian Journal of Human Resources Management, 8(1), 9–28. https://doi.org/10.1177/2322093720965322
Bergland, C. (2022, October 17). What is nature vs. nurture in psychology? Very Well Health.
Birkeland, I. K., & Buch, R. (2015). The dualistic model of passion for work: Discriminate and predictive validity with work engagement and workaholism. Motivation and Emotion, 39(3), 392–408. https://doi.org/10.1007/s11031-014-9462-x
Burke, R. J., Astakhova, M. N., & Hang, H. (2015). Work passion through the lens of culture: Harmonious work passion, obsessive work passion, and work outcomes in Russia and China. Journal of Business and Psychology, 30(3), 457–471. https://doi.org/10.1007/s10869-014-9375-4
Charaba, C. (2023, February 2). Employee retention: The real cost of losing an employee. People Keep.
Cheng, Z., Nielsen, I., & Cutler, H. (2019). Perceived job quality, work-life interference and intention to stay: Evidence from the aged care workforce in Australia. International Journal of Manpower, 40, 17–35. https://doi.org/10.1108/IJM-08-2017-0208
De Lange, A. H., De Witte, H., & Notelaers, G. (2008). Should I stay or should I go? Examining longitudinal relations among job resources and work engagement for stayers versus movers. Work and Stress, 22(3), 201–223. https://doi.org/10.1080/02678370802390132
Demerouti, E., Bakker, A. B., Nachreiner, F., & Schaufeli, W. B. (2001). The job demands-resources model of burnout. Journal of Applied Psychology, 86(3), 499–512. https://doi.org/10.1037/0021-9010.86.3.499
Diana, Eliyana, A., Emur, A. P., & Sridadi, A. R. (2020). Building nurses’ organizational commitment by providing good quality of work life. Systematic Reviews in Pharmacy, 11(04). https://doi.org/10.31838/srp.2020.4.22
El Badawy, T. A., Chinta, R., & Magdy, M. M. (2018). Does ‘gender’ mediate or moderate the relationship between ‘quality of work life’ and ‘organizational commitment’?: Evidence from SMEs in Egypt. Gender in Management, 33(4), 332–348. https://doi.org/10.1108/GM-04-2017-0050
Elison, K. K., & Purba, S. D. (2021). Variabel anteseden intention to stay pekerja milenial dengan kerja remote di Jakarta sekitarnya. Jurnal Aplikasi Bisnis Dan Manajemen. https://doi.org/10.17358/jabm.7.3.703
Faiz Fairuz, M., & Hadi, C. (2023). Pengaruh psychological capital dan perceived organisational support terhadap teacher burnout dengan job satisfaction sebagai variabel mediator di SMK T Surabaya. Journal on Education, 05(03).
Heinz, K. (2022, January 11). The true costs of employee turnover. Built In.
Ho, H. C. Y., & Chan, Y. C. (2022). Flourishing in the workplace: A one-year prospective study on the effects of perceived organizational support and psychological capital. International Journal of Environmental Research and Public Health, 19(2). https://doi.org/10.3390/ijerph19020922
Hobfoll, S. E., Halbesleben, J., Neveu, J.-P., & Westman, M. (2018). Annual review of organizational psychology and organizational behavior conservation of resources in the organizational context: The reality of resources and their consequences. Annual Review of Organizational Psychology and Organizational Behavior, 5, 103–131. https://doi.org/10.1146/annurev-orgpsych
Homans, G. C. (1958). Social behavior as exchange. American Journal of Sociology, 63(6), 597–606. https://doi.org/10.1086/222355
Houlfort, N., Philippe, F. L., Vallerand, R. J., & Ménard, J. (2014). On passion and heavy work investment: Personal and organizational outcomes. Journal of Managerial Psychology, 29(1), 25–45. https://doi.org/10.1108/JMP-06-2013-0155
Kanten, S., & Sadullah, O. (2012). An empirical research on relationship quality of work life and work engagement. Procedia - Social and Behavioral Sciences, 62, 360–366. https://doi.org/10.1016/j.sbspro.2012.09.057
Katch, V. (2022, December 16). Nature vs. nurture? It’s both. Michigan Today.
Kimble, G. A. (1993). Evolution of the nature-nurture issue in the history of psychology.
Lazarus, R. S. (1993). Further annual reviews from psychological stress to the emotions: A history of changing outlooks. www.annualreviews.org
Maslach, C., & Leiter, M. P. (2008). Early predictors of job burnout and engagement. Journal of Applied Psychology, 93(3), 498–512. https://doi.org/10.1037/0021-9010.93.3.498
Mobley, W. H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology, 62(2), 237–240. https://doi.org/10.1037/0021-9010.62.2.237
Naim, M. F., & Lenka, U. (2017). How does mentoring contribute to Gen Y employees’ intention to stay? An Indian perspective. Europe’s Journal of Psychology, 13(2), 314–335. https://doi.org/10.5964/ejop.v13i2.1304
Peyton, T., & Zigarmi, D. (2021). Employee perceptions of their work environment, work passion, and work intentions: A replication study using three samples. BRQ Business Research Quarterly. https://doi.org/10.1177/23409444211002210
Price, J. L., & Mueller, C. W. (1981). A causal model of turnover for nurses. Academy of Management Journal, 24(3), 543–565. https://doi.org/10.2307/255574
Purba, S. D., & Ananta, A. N. D. (2018). The effects of work passion, work engagement and job satisfaction on turn over intention of the millennial generation. Jurnal Manajemen Dan Pemasaran Jasa, 11(2), 263–274. https://doi.org/10.25105/jmpj.v11i2.2954
Rita Perangin-Angin, M., Lumbanraja, P., Absah, Y., & Author, C. (2020). The effect of quality of work life and work engagement to employee performance with job satisfaction as an intervening variable in PT. Mopoly Raya Medan. International Journal of Research and Review (Ijrrjournal.Com), 7(2), 72.
Rostiana, R. (2017). The quality of work life influence to turnover intention with person-organization fit and organizational commitment as mediators. In International Journal of Economics and Management Journal homepage (Vol. 11, Issue S1). http://www.econ.upm.edu.my/ijem
Sahni, J. (2019). Role of Quality of Work Life in Determining Employee Engagement and Organizational Commitment in Telecom Industry. International Journal for Quality Research.
Schaufeli, W. B. (2018). Work engagement in Europe. Organizational Dynamics, 47(2), 99–106. https://doi.org/10.1016/j.orgdyn.2018.01.003
Shahid, A. (2018). Employee intention to stay: An environment based on trust and motivation. Journal of Management Research, 10(4), 58. https://doi.org/10.5296/jmr.v10i4.13680
Sutiyatno, S. (2022). The effect of leadership’s communication ability on quality of work-life and employees job satisfaction. International Journal of Human Capital in Urban Management, 7(1), 55–68. https://doi.org/10.22034/IJHCUM.2022.01.05
Thibault-Landry, A., Egan, R., Crevier-Braud, L., Manganelli, L., & Forest, J. (2018). An empirical investigation of the employee work passion appraisal model using self-determination theory. Advances in Developing Human Resources, 20(2), 148–168. https://doi.org/10.1177/1523422318756636
Trimurni, A., Ie, M., & Henny, H. (2021). Pengaruh kualitas kehidupan kerja terhadap minat bertahan karyawan dengan komitmen organisasi sebagai variabel mediasi. Jurnal Muara Ilmu Ekonomi Dan Bisnis, 5(2), 447. https://doi.org/10.24912/jmieb.v5i2.13318
Uraon, R. S. (2018). Examining the impact of HRD practices on organizational commitment and intention to stay within selected software companies in India. Advances in Developing Human Resources, 20(1), 11–43. https://doi.org/10.1177/1523422317741691
Valeau, P., Paille, P., Dubrulle, C., & Guenin, H. (2021). The mediating effects of professional and organizational commitment on the relationship between HRM practices and professional employees’ intention to stay. The International Journal of Human Resource Management, 32(8), 1828–1864. https://doi.org/10.1080/09585192.2018.1559870
Vallerand, R., Blanchard, C., Mageau, G., Koestner, R., Ratelle, C., Léonard, M., Gagné, M., & Marsolais, J. (2003). Les passions de l’ame: On obsessive and harmonious passion. Journal of Personality and Social Psychology, 85, 756–767. https://doi.org/10.1037/0022-3514.85.4.756
Vallerand, R. J., Houlfort, N., & Bourdeau, S. (2019). Passion for work. In Passion for Work (pp. 17–66). Oxford University Press. https://doi.org/10.1093/oso/9780190648626.003.0002
van Tuin, L., Schaufeli, W. B., Van den Broeck, A., & van Rhenen, W. (2020). A corporate purpose as an antecedent to employee motivation and work engagement. Frontiers in Psychology, 11. https://doi.org/10.3389/fpsyg.2020.572343
Willya Achmad, R. W., Vincentius Poluakan, M., Dikayuana, D., & Wibowo dan Santoso Tri Raharjo, H. (2019). Potret generasi milenial pada era revolusi industri 4.0. 2(2), 187–197. https://tekno.kompas.com/read/2018/02/22/16453177
Zaky, E. (2015). Nature, nurture, and human behavior: An endless debate editorial. Journal of Child and Adolescent Behavior, 3, e107. https://doi.org/10.4172/2375-4494.1000e107