Perbandingan Faktor-Faktor Yang Menentukan Motivasi Kerja Pada Generasi X Dan Y

2019 ◽  
Vol 2 (1) ◽  
pp. 18-42
Author(s):  
Afiga Putra Bhakti ◽  
◽  
Alexander Putra Kevin ◽  
Andrew Santos Alisuci ◽  
Beryl Putra Pratama ◽  
...  
Keyword(s):  
Human Resources ◽  
Work Environment ◽  
Generation X ◽  
Generation Y ◽  
Quantitative Research ◽  
Work Motivation ◽  
Significant Difference ◽  
Hygiene Factors ◽  
Different Characteristics ◽  
A Company

The present work environment is dominated by generation x and generation y that have different characteristics, therefore the factors that determine work motivation need to be investigated to find out the differences between generation x and generation y. This research is a quantitative research that begins with qualitative research to look for additional factors outside the theory, then the distribution of questionnaires is conducted to 100 respondents generation x and 100 respondents generation y, who are still working in a company and who had ever worked in a company. The results shown that there is no significant difference between the factors that determine the work motivation on generation x and generation y, except on the salary factor. In addition, there is interesting finding where the top factor in generation x and generation y are the hygiene factors. The study is time limited, therefore, there is a need for further research to explore regarding the finding of this study. This study is expected to be useful for employees of generation x and generation y, as well as for human resources departments in companies.

scholarly journals HUBUNGAN JOB EMBEDDEDNESS DAN BUDAYA KOLEKTIVISME PADA KARYAWAN GENERASI X DAN Y DI PLTD SIANTAN, KALIMANTAN BARAT

Psibernetika ◽  
2019 ◽  
Vol 11 (2) ◽  
Author(s):  
Anjini Sutampi ◽  
Aditya Nanda Priyatama ◽  
Selly Astriana
Keyword(s):  
Organizational Culture ◽  
Cultural Differences ◽  
Generation X ◽  
Generation Y ◽  
Job Embeddedness ◽  
Different Characteristics

<p align="center"> </p><p><strong><em>ABSTRACT: </em></strong><em>The company currently recognizes two types of workforce generations based on age, namely generation X and generation Y. Both generations have different characteristics, one of them is job embeddedness. Job embeddedness rate was found the highest in an organization with collectivism. An organizational culture that is developed in various companies in Indonesia is the collectivism culture, one of them is in PLTD Siantan, Kalimantan Barat.This study aims to (1) find out the differences in the tendency of job embeddedness on generation X and generation Y employees in terms of collectivism culture, (2) find out the differences of job embeddedness tendency in generation X and generation Y employees; (3) find out the differences of collectivism culture on generation X employees and generation Y in  PLTD Siantan, Kalimantan Barat.This study uses 69 samples of PLTD Siantan employees. The instruments used are job embeddedness scale and collectivism culture scale. The anava result shows that there is a difference in the tendency of job embeddedness in employees of generation X and generation Y in terms of collectivism culture of PLTD Siantan, Kalimantan Barat. The result shows that there is a difference of job embeddedness on generation X employees and generation Y employees. There are also cultural differences collectivism in generation X employees and generation Y employees. This means that hypothesis 1, hypothesis 2, and hypothesis 3 are accepted.</em><strong><em></em></strong></p><p><strong><em>Keywords:</em></strong><em>job embeddedness,</em><em> collectivism culture,generation X and generation</em></p><p align="center"> </p><p><strong>ABSTRAK: </strong>Perusahaan saat ini mengenal dua jenis generasi tenaga kerja berdasarkan rentang usia, yaitu generasi X dan generasi Y. Kedua generasi tersebut memiliki perbedaan karakteristik, salah satunya adalah job embeddedness. Tingkat job embeddedness ditemui paling tinggi pada organisasi dengan budaya kolektivisme. Budaya organisasi yang berkembang di berbagai perusahaan di Indonesia adalah budaya kolektivisme, salah satunya adalah PLTD Siantan, Kalimantan Barat. Penelitian ini bertujuan untuk (1) mengetahui perbedaan kecenderungan job embeddedness pada karyawan generasi X dan Y ditinjau dari budaya kolektivisme, (2) Mengetahui perbedaan kecenderungan job embeddedness pada karyawan generasi X dan Y, (3) Mengetahui perbedaan budaya kolektivisme pada karyawan generasi X dan Y PLTD Siantan, Kalimantan Barat. Penelitian ini menggunakan seluruh anggota populasi sebanyak 69 karyawan PLT Siantan. Instrumen yang digunakan adalah skala job embeddedness, dan budaya kolektivisme. Berdasarkan hasil anava, menunjukkan perbedaan kecenderungan job embeddedness pada karyawan generasi X dan generasi Y ditinjau dari budaya kolektivisme PLTD Siantan, Kalimantan Barat. Berdasarkan hasil analisis perbedaan rerata menunjukkan perbedaan job embeddedness pada karyawan generasi X dan karyawan generasi Y. Selain itu, terdapat juga perbedaan budaya kolektivisme pada karyawan generasi X dan karyawan generasi Y. Hal ini menjelaskan bahwa hipotesis penelitian 1, 2, dan 3 diterima.<strong></strong></p><p>Kata kunci: job embeddedness, budaya kolektivisme, generasi X dan Y</p>

scholarly journals Pengaruh Jaminan Kesehatan Kerja Dan Kompensasi Finansial Terhadap Motivasi Kerja Pegawai (Studi Pada Dinas Pemadam Kebakaran Dan Penanggulangan Bencana Kota Bandung)

2020 ◽  
Vol 2 (1) ◽  
pp. 41-47
Author(s):  
Lukman Hakim
Keyword(s):  
Regression Analysis ◽  
Health Insurance ◽  
Occupational Health ◽  
Human Resources ◽  
Research Method ◽  
Work Motivation ◽  
Fire Department ◽  
Descriptive Statistics ◽  
Increase Productivity ◽  
A Company

ABSTRACT: Human resources' existence plays a significant role in the success of a company, so many companies realize that human resources in the company can provide a competitive advantage. In the company of labor is the motor of the company, the assets of the company, which is an investment for a company to increase productivity. As a company asset, the welfare guarantee given by the company to workers or employees is an obligation that must be adjusted to their needs. Also, to realize the goals of the company, of course, there needs to be compensated as one of the motivations for employees In this study, the author used a research method based on descriptive statistics with a quantitative approach. The sample in this study consisted of 30 employees of the Bandung City Fire Department. The analysis used was multiple regression analysis. Based on the results of the study, it was found that the Occupational Health Insurance and Financial Compensation jointly had an effect of 85.8% on employee work motivation. The remaining 14.2% caused   ABSTRAK: Keberadaan sumber daya manusia memiliki peranan besar bagi kesuksesan sebuahperusahaan, sehingga banyak perusahaan menyadari bahwa unsur manusia dalam perusahaan itu dapat memberikan keunggulan daya saing. Di dalam perusahaan tenaga kerja merupakan motor penggerakperusahaan, aset perusahaan yang merupakan investasi bagi suatu perusahaan untuk meningkatkan pruduktivitas. Sebagai aset perusahaan, maka jaminan kesejahteraan yang diberikan oleh perusahaan terhadap buruh atau karyawan adalah kewajiban yang harus disesuaikan dengan kebutuhannya. Selain itu guna mewujudkan tujuan perusahaan, tentu perlu adanya kompensasisebagai salah satu motivasi bagi para karyawan Dalam penelitian ini Penulis menggunakan metode penelitian berdasarkan statistik deskriptif dengan pendekatan kuantitatif, sample dalam penelitian ini sebanyak 30orang pegawai Dinas Pemadam Kebakaran Kota Bandung, analisis yang digunakan yaitu analisis regresi berganda. Berdasarkan hasil penelitian diketahui Jaminan Kesehatan Kerja Dan Kompensasi Finansial secara bersama-sama berpengaruh sebesar 85,8% terhadap motivasi kerja pegawai. Adapun sebesar 14,2% sisanya disebabkan oleh variabel-variabel lain diluar variabel tersebut yang tidak dilibatkan dalam penelitian ini.

scholarly journals Pengaruh Lingkungan Kerja dan Motivasi Kerja terhadap Kepuasan Kerja Karyawan (Studi Kasus Divisi Pemasaran dan SDM di PDAM Surya Sembada Kota Surabaya)

2021 ◽  
Vol 9 (1) ◽  
pp. 281
Author(s):  
Haris Hermawan Pradana
Keyword(s):  
Work Environment ◽  
Work Motivation ◽  
Descriptive Analysis ◽  
Sampling Technique ◽  
Test Results ◽  
Employee Job Satisfaction ◽  
Environment Variables ◽  
Close Relationship ◽  
Box Method ◽  
A Company

An employee commitment depends on the work environment's concern and work motivation that has a close relationship with satisfaction to achieve these goals. Thus, the physical and mental aspects involved in every human being's work. This study aimed to determine how much influence the work environment and motivation on employee job satisfaction. This study takes in PDAM Surya Sembada City of Surabaya - a regional drinking water company located in Mayjend Prof. Dr Moestopo No 2. It is a company known as a provider of clean water services in Surabaya, which formed in 1976. The data collected by interviews, questionnaire, observation, and documentation. The sampling technique is non-probability. The statistical analysis is a multiple regression using SPSS. Based on the descriptive analysis test results with the three-box method category, the employee work environment variables and work motivation of employees in PDAM Surya Sembada Kota Surabaya included in the medium category.

scholarly journals Enhancing the Organizational Citizenship Behavior: Comparative Research and Ex-Post-Facto Method on Generation X and Generation Y

2021 ◽  
pp. 22-30
Author(s):  
Indra Wahyu ◽  
Anoesyirwan Moeins ◽  
Widodo Sunaryo
Keyword(s):  
Servant Leadership ◽  
Organizational Citizenship ◽  
Generation X ◽  
Organizational Citizenship Behavior ◽  
Generation Y ◽  
Work Motivation ◽  
Citizenship Behavior ◽  
Ex Post ◽  
Ex Post Facto ◽  
Positive Effect

The purpose of this study is to find an effort to increase organizational citizenship behavior of Generation X and Generation Y employees through the identification of the influence of servant leadership and work motivation. This research was conducted on Generation X employees are Governmental Officers aged 44 -55 years and Generation Y employees are Governmental Officers aged 23 -43 years at Bogor Regency. The research sample was 180 persons of Generation X and 86 persons of Generation Y from 3 agencies and 11 offices at Bogor Regency. This research uses a comparative approach and ex-post-facto and is completed by a qualitative approach through the Delphi technique. The findings revealed that variable and each dimension of OCB Generation Y is higher than OCB than Generation X, servant leadership has a significant and positive effect on OCB Generation X and Generation Y, work motivation has a significant and positive effect on OCB Generation X and Generation Y, servant leadership and work motivation has a significant and positive effect on OCB Generation X and Generation Y, contribution servant leadership and work motivation of Generation Y is higher than Generation X. The results of quantitative and qualitative research conclude that the improvement of the organizational citizenship behavior (OCB) of Generation X and Generation Y employee scan be done through strengthening servant leadership and work motivation. Keywords:Generation X, generation Y, organizational citizenship behavior (OCB), servant leadership, work motivation.

scholarly journals Does work discipline affected by the working environment and work motivation?

2021 ◽  
Vol 5 (1) ◽  
pp. 13-23
Author(s):  
Muhammad Gilang Rizky Taohid ◽  
R. Achmad Drajat Aji Sujai ◽  
Nugi Mohammad Nugraha
Keyword(s):  
Human Resources ◽  
Work Environment ◽  
Work Motivation ◽  
Working Environment ◽  
Employee Discipline ◽  
Verification Methods ◽  
Determining Factors ◽  
Calculation Results ◽  
Main Factor ◽  
And Task

Introduction. Human resources are the main factor, because with their main importance, namely as the activator and determinant of the agency, which is in charge of regulating the agency nets from start to finish. Even though the position of human resources in an agency is central, human resources themselves have many limitations and shortcomings that the agencies must pay attention to, so that human resources themselves are maximized in carrying out their duties assigned by the agencies themselves. Work discipline is one of the determining factors for the success of achieving the goals of an agency / company. Good employee discipline will accelerate company goals, while degenerating discipline will become a barrier and slow down the achievement of company goals. Aims and Task. This study aims to analyze and describe the influence of the work environment and motivation on the Work Discipline of the State Civil Apparatus, Panyileukan District. The population is 60 State Civil Servants, Panyileukan District, Bandung City. The method used in this research is descriptive and verification methods with a quantitative approach, in which the analysis uses the SPSS version 20 program package. Results. Based on the calculation results show that the variables of work environment and motivation to work discipline. Adjusted R square 0.336 shows that the influence of these two variables is 33.6% and the remaining 66.4% is influenced by other factors described by the researcher. Through the results of partial hypothesis testing, it is found that the work environment has a significant effect on Work Discipline Adjusted R by 0.333, indicating that the Work Environment has an influence of 33.3% and the remaining 76.7% is influenced by other factors, while motivation has a significant effect on discipline Adjusted R work of 0.014 shows that motivation has an influence of 1.4% while the remaining 98.6% is influenced by other factors. Conclusion. This study provides an insight that the work environment and motivation have a significant effect on work discipline, which means that work discipline will follow the work environment, and motivation is the same as a work environment that is constant.

scholarly journals PENGARUH PARTISIPASI PENYUSUNAN ANGGARAN, KEJELASAN SASARAN ANGGARAN, PROFESIONALISME SUMBER DAYA MANUSIA DAN KOMITMEN ORGANISASI TERHADAP KINERJA MANAJERIAL (STUDI KASUS PADA SKPD KABUPATEN PESAWARAN)

2020 ◽  
Vol 3 (2) ◽  
pp. 1
Author(s):  
Ferin Annisa ◽  
Eka Sariningsih ◽  
Muhammad Luthfi
Keyword(s):  
Organizational Commitment ◽  
Human Resources ◽  
Work Environment ◽  
Work Motivation ◽  
Partial Least Square ◽  
Least Square ◽  
Test Results ◽  
Managerial Performance ◽  
Analysis Technique ◽  
Work Units

Managerial Performance, namely the work units of public organizations are expected to create a conducive work environment by integrating the leadership capabilities and abilities of subordinates. The purpose of this study was to determine how much influence budgeting participation, clarity of budget targets, professionalism of human resources, organizational commitment and work motivation on managerial performance. Data was collected by Purposive Sampling, with a sample of 96 respondents involved in budgeting. The analysis technique used is the Partial Least Square (PLS) model. The test results show that the partial hypothesis of budgeting participation, professionalism of human resources, organizational commitment and work motivation have an influence on managerial performance. While the clarity of the budget target does not affect managerial performance. The result of the determination coefficient test (R2) is around 0.611.

scholarly journals The Influence of Leadership and Motivation on the Performance of an Educational Institution: A Case Study

2021 ◽  
Vol 1 (1) ◽  
pp. 11-20
Author(s):  
Putra Budi Ansori
Keyword(s):  
Work Environment ◽  
Quantitative Research ◽  
Work Motivation ◽  
Teacher Performance ◽  
Educational Institution ◽  
Research Data ◽  
Educational Institutions

This study aims to determine the effect of leadership and work motivation on teacher performance in educational institutions. This research is quantitative research. The sample in this study were all teachers totaling 49 teachers. The research data used SPSS version 23. It was found that the F count was 22,052 > F table 3,20 so that simultaneously the variables of leadership and work motivation had a significant effect on teacher performance. the contribution of the influence of competence and work environment on teacher performance is 47.3%, while 52.7% is influenced by other factors that are not cultivated in this study.

scholarly journals STUDI KOMPARASI PERSEPSI KEMANFAATAN DAN KEMUDAHAN PENGGUNAAN APLIKASI MOBILE BANKING ANTARA GENERASI X, GENERASI Y, DAN GENERASI Z (Studi pada pengguna layanan mobile banking BCA di Kota Surakarta)

2020 ◽  
Vol 4 (02) ◽  
Author(s):  
Ari Priyani ◽  
Siti Maryam ◽  
Burhanudin Ahmad Yani
Keyword(s):  
Generation X ◽  
Generation Y ◽  
Ease Of Use ◽  
Mobile Banking ◽  
Perceived Ease Of Use ◽  
Banking Services ◽  
Generation Z ◽  
Application Service ◽  
Significant Difference ◽  
The City

This study aims to determine differences in perceptions of usefulness and convenience between users of the BCA mobile banking application service in Generation X, Generation Y, and Generation Z. The samples used in the study were 90 respondents. In this study the method of sampling using accidental sampling which is a procedure based on accidental sampling. Data obtained directly by researchers from respondents' answers through a questionnaire consisting of several questions regarding the perception of use through the variable perceived usefulness and perceived ease of use. Based on the results of research conducted to users of BCA mobile banking services in generation X, generation Y, and generation Z in the city of Surakarta, it can be concluded that there is no significant difference in the perception variable benefits of the use of BCA mobile banking services in the city of Surakarta in the X generation , generation Y and generation Z, There is no significant difference in the perceived ease of use of the BCA mobile banking service in Surakarta in X generation, Y generation, and Z generation. Keywords: Usability, Ease, Mobile Banking, Generation

scholarly journals PENGARUH LINGKUNGAN KERJA DAN KOMPENSASI MELALUI MOTIVASI TERHADAP KINERJA PEGAWAI ADMINISTRATIF

2020 ◽  
Vol 18 (3) ◽  
pp. 352
Author(s):  
Dyah Retno Ayu Pramita ◽  
Djawoto Djawoto ◽  
Hendri Soekotjo
Keyword(s):  
Human Resources ◽  
Work Environment ◽  
Quantitative Research ◽  
Employee Performance ◽  
Research Approach ◽  
Administrative Staff ◽  
Independent Variables ◽  
Test Result

The existence of human resources in an organization has an important role. The progress of an organization can be seen from the performance of its human resources. Good performance of its human resources can lead the organization to achieve the goals set. The purpose of this study was to determine and analyze the influence of the work environment and compensation through motivation on the performance of the employees of Lembaga Layanan Pendidikan Tinggi (LLDITKI) Wilayah VII Surabaya. This research uses quantitative research approach. Samples taken in this study amounted to 68 people including all administrative staff of LLDIKTI Wilayah VII Surabaya. The independent variables in this study are Work Environment (LK) and Compensation (KM). The dependent variable in this study is Employee Performance (KP) and the intervening variable is Motivation (MV). The result showed that Work Environment had a positive and significant effect on Motivation, Compensation had a positive and significant effect on Motivation, Work Environment had a positive and significant effect on Employee Performance, Compensation had a positive and significant effect on Employee Performance and Motivation had a positive and significant effect on Employee Performance. While the sobel test result indicate that Motivation can mediate Work Environment and Employee Performance and Motivation can mediate Compensation and Employee Performance.

scholarly journals Do Wages and Work Environments Play a Big Role on Employee Performance in Private Organizations?

2020 ◽  
Vol 3 (1) ◽  
pp. 42-50
Author(s):  
Lilik Khoiriyah ◽  
Harsono
Keyword(s):  
Human Resources ◽  
Work Environment ◽  
Employee Performance ◽  
Small Companies ◽  
Organizational Goals ◽  
Private Organizations ◽  
Primary Driver ◽  
Analytic Skills ◽  
A Company

Abstract Human resources are a significant enough part of achieving organizational goals, both large and small companies; a company has modern equipment with high technology. The purpose of understanding and studying human resource management is the knowledge needed to have analytic skills in dealing with management problems, especially in the organization's field. The role of human resources in the company is significant because as the primary driver of all activities or activities of the company in achieving its objectives, both to obtain profits and to maintain the survival of the company. The success or failure of a company in maintaining its existence starts from the human being itself in maintaining the company in maximizing its effectiveness and efficiency. Wages and work environment are factors that significantly affect employee performance. An employee who has high wages or as expected and a pleasant work environment will achieve the company's goals and objectives.

Sign in / Sign up

Export Citation Format

Share Document