Employee the level of employee engagement among millennial

Employee
engagement has become an interesting topic to discuss since academia and
organization have paid more attention due to disengagement level of the
employees are decreasing. However, Gallup (2016) finds out that employee
engagement in Indonesia has ranked the lowest compared to other Southeast Asian
countries. One of the reason that Gallup (2016) mentions is because the rising
of the gen Y or millennial. In addition, Radinal (2016) states that Indonesia
is becoming a center of attention for startup companies to grow. Since
millennial has more options to start their career, they tend to have high
expectation regarding their career. Thus, those millennials will have
unrealistic high career-related expectation and it contributes to their poor
level of engagement. in face of this situation the present research tried to
answer the following research question:

“Is there a relation between
career-related expectation to the level of employee engagement among millennial
workers in tech-startup companies in Indonesia?”

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” Is there a relation between the
indicators of career-related expectation and the level of employee engagement
among millennial workers in tech-startup companies in Indonesia?”

“Is
there any difference with career-related expectation and the level of employee
engagement between the younger and the older members of millennials?”

In
conclusion, this research has examined career-related expectation and employee
engagement in Indonesia among millennial workers in tech-startup companies. The
quantitative results show that career-related expectation has a positive
relationship and statically significant to the level of employee engagement.
Employee engagement has received more attention and has proven to be extremely
essential not only for employees’ performance but for overall organization
performance. This study also examined the relationship between each indicator
that value career-related expectation to employee engagement. Career
advancement has a positive relationship to employee engagement although the
output showed an error because it is not significant. This result may have the
relation to the target of this study which are millennial workers in
tech-startup companies. Tech-startup companies is different with conventional
companies in a way of hierarchy which the structure of the tech-startup
companies mostly flat. However, millennials who are committed to work in
tech-startup companies seem know before joining the company that career
advancement expectation is not their priority since they are looking for
experience and work attributes that can help to improve their personal
development.

The
same with career advancement expectation, salary expectation has a weak and
positive relation to employee engagement. Salary expectation is settled even
before the millennial joining an organization. Thus, meeting this expectation
for millennial cannot be ignored by an organization because starting from this
their expectation to the company will grow and improvement for their level of
engagement will rise. However, work attributes expectation is becoming the
essential expectation that tech-startup companies can convene. Work attributes
have a strong and positive relation to the level of employee engagement in
Indonesia. For those millennials who are working in tech-startup companies in
Indonesia have importantly considered work attributes such as people to work
with, people to report to, training opportunity, work life balance, challenging
work, job security and commitment to have social impact as their motivation to
be more engaged with their organization. Especially in tech-startup companies,
the environment in there are supposed to be different with the conventional
companies. Since tech-startup companies are mostly attached with the technology
it gives an effect to the population of their employees. Most of them are
millennials which have their own characteristics and the treatment is
difference than non-millennial.

On the
other hand, this study examined the difference between younger and older member
of millennial workers in tech-startup companies regarding their career-related
expectation and employee engagement. This study only found out that salary
expectation has significantly different between younger and older member of
millennial. Younger member of millennial has a lower expectation regarding the
salary they receive compare to older member of millennial. As a starting job,
younger member of millennial prioritizes working experience since they don’t
have bargaining power and enough experiences to own more amount of salary than
what older member gets.

To
conclude, by knowing the expectation among millennials is one of the way to
prevent them being disengaged. An organization should have known the
characteristics of millennial in the organizations. They may have a high
career-related expectation, but it is equal with their willingness to perform
well within organization.

6.1
Research implication

This
study offers several important implications to the career-related expectation
and employee engagement. Firstly, this study proves existing literature in
terms of the positive relation and influence of career-related expectation on
employee engagement. This study manages to find out that as long as an
organization can manage millennials’ expectations and needs, this generation
can be more engaged. Therefore, Maxwell, Ogden and
Broadbridge (2010) explain the strong correlation between career-related expectation
to the level of employee engagement that millennials could be more engaged if
an organization can be offsetting their demands. In contrast with Thornton’s
(2015) finding in Ireland, there is no significant relationship between
career-related expectation and employee engagement. However, since this study
also examined the effect of career-related expectation to the level of employee
engagement among millennial workers in tech-startup companies in Indonesia,
this study found that career-related expectation indeed has an effect to the
level of engagement among millennial in Indonesia. This study is in line with
Sturge (2000) that saying engagement level among employees are related to the
clarity of expectations. Thus, this result can be importantly contributed to
the work engagement and its relation to the career-related expectation.  

Furthermore,
this study also confirms Woodruffle (2006) investigations about salary and
reward package, career advancement opportunity and working attributes in
general as the three drivers of employee engagement. Indeed, this study found
that salary expectation is one of the reason to maintain the employee
engagement. Maxwell, Ogden and Broadbridge
(2010) also summarized getting a good salary is important for millennials as
career entry expectations. Lee et al (2012) discussed that with a good income,
employees will be motivated and may have an ambience to be more engaged.

Secondly,
this study found that work attributes have a strong and positive relation with
employee engagement. This result supports what Ng (2010) investigated before
that millennials are looking to having good people to work with and an
encouragement environment. Investigation that Ng (2010) did also in line with
the result of this study about which work attributes that importantly needed
for them and good people to work with was the highest rates among all the work
attributes indicators. The other work attributes who are most popular among
millennials in Indonesia is having work-life balance and good people to report
to. This is in line with what Lancaster and
Stillman (2002) discussed on their study that millennials are not only
interested with the job, they also pay more attention for the social aspect of
work which social aspect of work is connected to their colleagues and managers
or supervisors.

Thirdly,
this study is conducted in Indonesia, since the
author started this study, the literature about the relation between
career-related expectation to employee engagement in Indonesia cannot be found.
Moreover, with the specific target which is a millennial worker in tech-startup
companies, this study also has made contribution to the literature study in
Indonesia especially a study about tech-startup companies.

 

6.2
Managerial implication

The
outcomes of this study have also significant implications for managerial or
practitioners. As this study has shown that career-related expectation has a
positive and statically significant relationship with the level of engagement
among millennial workers in tech-startup companies in Indonesia, by knowing
what the career-related expectation among millennial can be consider by
tech-startup companies to maintain the engagement level. Importantly,
tech-startup companies have to acknowledge the characteristic of millennials
that are different with the non-millennials. Thus, by understanding the
millennials’ characteristics tech-startup companies can pay more attention with
what they expect regarding career during their tenure in the companies since
most of the population for some tech-startup companies are fulfilled by
millennials.

Moreover,
planning a career development for millennials is also essential for
tech-startup companies. Every millennial has their own expectations that can be
affected to the level of engagement within the companies. Career advancement,
salary and work attributes expectations as the based for millennial to well
perform in the companies. If these expectations are ignored, millennials tend
to find another opportunity. By making well-designed career development
arrangements in tech-startup companies, it could give a positive impact to the
level of employee engagement.

6.3
Limitations and direction for further research

Several
limitations must be taken into consideration in oversimplifying the results of
this study and further research should be able to carry away these limitations.
First of all, in regard to quantitative phase, this study only conducted by 122
respondents which can be considered as a small sample, due to the fact this
study was conducted in a short-time period and the response of online
questionnaire was also low because of the location of the author was in
Netherlands and the sample targeted in Indonesia. Therefore, low response on
online questionnaire may also be happened since this study only examined
specific sample which are millennial workers in tech-startup companies in
Indonesia. However, based on the rules of the thumb, this study was using
convenience sampling which means the sample of this study is sufficient enough
to be conducted and can manage the relevant results.

Secondly,
this study also used qualitative methodology to give more insight to the
results, the questions of the interview part has made based on the research
questions and make it connected to some literatures. The purpose of using
qualitative data was to give this study more insights about characteristics of
millennials, their career expectation and their level of engagement to their
companies in a practical way. Thus, next researcher can improve the questions
that being asked to the respondents of the interview part and make it more
connect to the literature review especially about career-related expectation.

Thirdly,
one of this study finding was career-related expectation statically significant
with the level of employee engagement among millennial workers in tech-startup
in Indonesia. Career-related expectation was affecting 4.9% to the level of
employee engagement in Indonesia. Thus, next researcher can be measured the
other factors that influence the level of employee engagement among millennial
workers in Indonesia. Discussing every indicator that work attributes has also
may have an impact to the level of engagement among millennial workers in
Indonesia.

Finally,
this study is examined the relation of career-related expectation to the level
of employee engagement among millennial workers in tech-startup companies in
Indonesia. The background of choosing the tech-startup companies in Indonesia
was the growing of tech-startup companies in Indonesia since 2016 and there was
no study can be found regarding career-related expectation to the level of
engagement among millennial workers in Indonesia. Hence, next researcher can
make the target general since study about millennial is becoming popular in
Human Resources due to most of the population in some companies is filled by
them.

 

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