Faktor-Faktor Yang Mempengaruhi Employee Engagement Generasi Millennial (Studi Kasus: PT PLN Tarakan)

Fajrina, Devita Ayu Nur (2021) Faktor-Faktor Yang Mempengaruhi Employee Engagement Generasi Millennial (Studi Kasus: PT PLN Tarakan). Undergraduate thesis, Institut Teknologi Sepuluh Nopember.

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Abstract

Adanya Employee engagement dalam perusahaan sangat lah penting, mengingat sumber daya manusia merupakan intangible asset yang sangat lah penting bagi kemajuan sebuah perusahaan akan tetapi nyatanya employee engagement di Indonesia sangat lah rendah, hanya sekitar 8% pekerja di Indonesia yang memiliki rasa engaged, selain itu juga hanya 25% tenaga kerja Millennial yang merasa engaged. Employee engagement pada generasi Millennial di PT PLN Tarakan sangat lah dibutuhkan karena karyawan PT PLN Tarakan saat ini telah
didominasi oleh generasi Millennial, selain itu Employee engagement pada generasi Millennial sangat lah diperlukan karena generasi ini lah yang nantinya akan melanjutkan tongkat kepemimpinan di sebuah perusahaan. Penelitian-penelitian terdahulu telah meneliti mengenai Employee engagement. Namun, masih jarang ditemukan penelitian yang meneliti faktor-faktor yang mempengaruhi Employee
engagement pada generasi Millennial. Sehingga, penelitian ini bertujuan untuk menganalisis apa saja faktor-faktor yang mempengaruhi Employee engagement generasi Millennial. Penelitian ini dilakukan menggunakan pendekatan kuantitatif.
Uji yang dilakukan pada penelitian ini adalah Structural Equation Modelling (SEM) untuk menguji model dan hipotesis pada penelitian ini. Variabel yang digunakan dalam penelitian ini adalah Empowerment, Psychological contract,
Work environment, Organizational culture, Organizational procedural justice, dan Perceived external prestige sebagai variabel independen yang berdampak terhadap variabel Employee engagement. Penelitian ini menggunakan kuesioner yang disebarkan secara online dan mendapatkan 133 responden generasi Millennial dari seluruh bagian perusahaan PT PLN Tarakan. Hasil yang didapatkan dari penelitian ini adalah dari 6 hipotesis pada penelitian ini, terdapat 2 hipotesis yang pengaruhnya tidak signifikan. Variabel Psychological contract dan Organizational culture terbukti tidak dapat mempengaruhi Employee engagement generasi Millennial,
sedangkan variabel Empowerment, Work environment, Organizational procedural justice, dan Perceived external prestige terbukti dapat mempengaruhi Employee engagement secara signifikan dan positif terhadap generasi Millennial.
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Employee engagement in a company is very important, considering that human resources are an intangible asset which is very important for the progress of a company, but in fact employee engagement in Indonesia is very low, only about 8% of workers in Indonesia have a sense of engaged, besides that only 25% of Millennial workforce feel engaged. Employee engagement in the Millennial generation at PT PLN Tarakan is very much needed because the employees of PT
PLN Tarakan are currently dominated by the Millennial generation, besides that Employee engagement in the Millennial generation is very necessary because this generation will later continue the baton of leadership in a company. Previous studies have examined Employee engagement. However, it is still rare to find research that examines the factors that influence Employee engagement in Millennials. Thus, this study aims to analyze what are the factors that affect Employee engagement of the Millennial generation. This research was conducted using a quantitative approach.
The test conducted in this study is Structural Equation Modeling (SEM) to test the models and hypotheses in this study. The variables used in this study are Empowerment, Psychological contracts, Work environment, Organizational
culture, Organizational procedural justice, and Perceived external prestige as independent variables that have an impact on Employee engagement variables. This study uses a questionnaire distributed online and gets 133 Millennial generation respondents from all parts of the PT PLN Tarakan company. The results obtained from this study are from 6 hypotheses in this study, there are 2 hypotheses whose
effects are not significant. Psychological contract and Organizational culture variables are proven to be unable to influence Millennial generation Employee engagement, while Empowerment, Work environment, Organizational procedural
justice, and Perceived external prestige variables are proven to significantly and positively affect Employee engagement of the Millennial generation.

Item Type:	Thesis (Undergraduate)
Uncontrolled Keywords:	employee engagement, intangible asset, engaged, millennial, structural equation modelling, empowerment, psychological contract, work environment, organizational culture, organizational procedural justice, perceived external prestige
Subjects:	H Social Sciences > HD Industries. Land use. Labor > HD30.23 Decision making. Business requirements analysis.
Divisions:	Faculty of Business and Management Technology > Business Management > 61205-(S1) Undergraduate Thesis
Depositing User:	Devita Ayu Nur Fajrina
Date Deposited:	02 Mar 2021 07:49
Last Modified:	02 Mar 2021 07:50
URI:	http://repository.its.ac.id/id/eprint/83179

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