What Drives Millenials and Y Generation Syaria to Perform at Start Up?

Intan Resty Indrasari, Mirwan Surya Perdhana

Abstract

This study aims to examine the factors that affect employee performance in millennial employees who work at start-up companies including factors related to the environment, work, and employees. Source of data used in this research is primary data. The data collection technique used the Google Gorm Questionnaire which was distributed via social media LinkedIn, WA, Instagram and Facebook. The questionnaire consisted of 40 question items which were measured using a Likert scale of 1-4 with levels of strongly disagree, disagree, agree, and strongly agree. Data analysis using SEM path analysis with Smart PLS. Of the 13 hypotheses proposed, four hypotheses were accepted, namely the effect of training on employee commitment, job autonomy on employee performance, and training on employee performance. Meanwhile, employee commitment does not mediate the influence of management support, organizational climate, job autonomy, and training on the performance of millennial employees working in start-ups.

Full Text:

PDF

References

Aslam, H. D., Ali, N., & Habib, M. B. (2014). Importance of Human Resource Management in 21 st Century : A Theoretical Perspective. (May 2021). https://doi.org/10.5296/ijhrs.v3i3.6255

Atta, H., Lashari, R. H., Rana, A. H., Atta, S., Nazir, S. H., & International, R. (2019). The Role of Organizational Climate on Employee Performance : An Empirical Study of Government Hospitals of Lahore , Pakistan. 8(4), 56–63.

Chen, T., Hao, S., Ding, K., Feng, X., Li, G., & Liang, X. (2020). The impact of organizational support on employee performance. Employee Relations, 42(1), 166–179. https://doi.org/10.1108/ER-01-2019-0079

Fulmer, I. S. (2013). “ Our Most Important Asset ”: A Multidisciplinary / Multilevel Review of Human Capital Valuation for Research and Practice. https://doi.org/10.1177/0149206313511271

Galang, M. C. (2021). supervisor support for employee performance in Australia: mediating role of work-life balance, job, and life attitude. 58(March), 2–22. https://doi.org/10.1002/joec.12154

Halawi, A. H. (2018). Effects of Training on Employee Performance. (June).

Jong, J. (2016). The Role of Performance Feedback and Job Autonomy in Mitigating the Negative Effect of Role Ambiguity on Employee Satisfaction THE ROLE OF PERFORMANCE FEEDBACK THE NEGATIVE EFFECT OF ROLE AMBIGUITY ON EMPLOYEE. 9576(May). https://doi.org/10.1080/15309576.2015.1137771

Muecke, S. (2019). How Does Job Autonomy Influence Job Pefromance? A Meta-Analytic Test of Theoritical Mechanisms.

Mworia, L. N. (2021). Job Autonomy and Employee Performance in the Country Government of Isiolo, Kenya. European Journal of Social Sciences Studies, 23–37. https://doi.org/10.46827/ejsss.v6i6.1129

Nguyen, P. D., & Dang, C. X. (2014). Would Better Earning , Work Environment , and Promotion Opportunities Increase Employee Performance ? An Investigation in State and Other Sectors in Vietnam. https://doi.org/10.1007/s11115-014-0289-4

Ocen, Edward, Francis, Kasekende, & G. A. (2016). The role of training in building employee commitment : the mediating effect of job satisfaction . European Journal of Training and Development.

Pradhan, R. K., & Jena, L. K. (2016). Employee Performance at Workplace : Conceptual Model and Empirical Employee Performance at Workplace : Conceptual Model and Empirical Validation. (March 2018). https://doi.org/10.1177/2278533716671630

Pradoto, H., Haryono, S., & Wahyuningsih, S. H. (2022). The role of work stress, organizational climate, and improving employee performance in the implementation of work from home. Work, 71(2), 345–355. https://doi.org/10.3233/WOR-210678

Purnama, N. L. P. D., & Riana, I. G. (2020). Iklim Organisasi Berpengaruh Terhadap Komitmen Organisasional Dengan Kepuasan Kerja Sebagai Variabel Mediasi Ubud. E-Jurnal Manajemen Universitas Udayana, 9(7), 2576. https://doi.org/10.24843/ejmunud.2020.v09.i07.p06

Putra, I Kadek Edo Adhi, Agung, Anak Agung Putu, & N. P. N. A. (2020). Pengaruh Komitmen Karyawan dan Insentif Terhadap Kinerja Karyawan Pada PT. World Innovative Telecomunication Di Denpasar. Values, 1(3), 140–150.

Ramanto, A. dan V. S. S. S. (2022). Pengaruh Budaya Organisasi dan Dukungan Organisasi terhadap Komitmen Organisasional Karyawan PT. Carefastindo di Jakarta. 2(3), 198–208.

Saputri, P., Lorensa, D., & Asriani, & S. Z. (2020). The Influence of Training and Development to Employee Performance. International Journal of Economics, Business and Accounting Research (IJEBAR), 4(1), 133–140. https://doi.org/10.1007/s00712-023-00827-w

Siddiqui, M. N. (2017). Success & Of & An & Organization & is & a ! Result ’ Of ’ Employees ’ Performance * *. (July 2014). https://doi.org/10.14738/assrj.14.280

Swastadiguna, & Dewi, I. G. A. M. (2018). The Effect Of Organizational Climate On Organizational Commitment With Job Satisfaction As Mediating Variable. International. Journal of Economics, Commerce and Management, 6(1), 140–152.

Tarcan, G. Y., Kartal, N., Koca, G. Ş., & Karahan, A. (2021). The effect of mushroom management style and perceived supervisor support on employee performance: ‘An application with university hospital employees.’ (June 2020), 532–544. https://doi.org/10.1002/hpm.3102

Wayan, N., & Ayu, C. (2022). Pengaruh Dukungan Organisasi terhadap Kepuasan Kerja dan Komitmen Organisasi di SD Taman Rama Jimbaran. 4(1), 77–87.

DOI: http://dx.doi.org/10.29040/jiei.v9i2.9849

Refbacks

  • There are currently no refbacks.
echo 'slot gacor