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"Penelitian ini bertujuan untuk menganalisis Utilitas, Resiko, Dan Kepercayaan Terhadap Komitmen Generasi Y Di Indonesia dengan studi kasus Komunitas Bisnis Tda Sebagai Representasi Generasi Y. Penelitian menunjukkan komitmen afektif dan komitmen kalkulatif memiliki pengaruh terhadap loyalitas generasi Y pada komunitas bisnis TDA. Penelitian ini juga menunjukan bahwa komitmen kalkulatif memiliki pengaruh yang lebih signifikan dibandingkan komitmen afektif yang lebih bersifat psikologis terhadap generasi Y anggota komnitas bisnis TDA.

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The objective of this study is to analyze the impact of Utility, Risk, and Trust towards Commitment Generation Y in Indonesia with Case Study Business Community TDA as generation Y representative. Research shows affective commitment and calculative commitment has influence on the loyalty of Generation Y in the business community TDA. This study also shows that calculative commitment has a more significant effect than affective commitment is more psychological in nature to the generation Y members komnitas TDA business."

"Penelitian ini dilakukan untuk melihat adanya pengaruh fun at work terhadap turnover intention dengan employee engagement sebagai variabel mediasi pada pegawai Gen Y di PT XYZ. Responden penelitian adalah pegawai Gen Y dan berlokasi di kantor pusat. Jumlah total responden adalah 62 responden. Metode penelitian menggunakan metode kuantitatif. Pengumpulan data dilakukan dengan menggunakan kuesioner. Analisis data penelitian menggunakan teknik SEM dengan aplikasi LISREL 8.51. Hasil yang diperoleh dari penelitian ini menunjukkan bahwa fun at work berpengaruh signifikan terhadap employee engagement dan turnover intention. Selain itu penelitian ini juga menyatakan employee engagement memediasi secara parsial pengaruh fun at work terhadap turnover intention.

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Employee engagement as a mediating variable in the Gen Y employees at PT XYZ. Respondents are Gen Y employees located at the headquarters with total number of respondents was 62 respondents. The research method used quantitative methods and data collection is done by using a questionnaires. Data analysis is done using SEM technique with LISREL 8:51 applications. The results obtained from this study indicate that fun at work have a significant effect on employee engagement and turnover intention. Furthermore stated employee engagement partially mediates the effect of fun at work on turnover intention."

"ABSTRAKSkripsi ini bertujuan untuk menganalisis adanya pengaruh antara satisfaction dan trust terhadap word of mouth tentang asuransi jiwa syariah, serta pengaruhnya terhadap keputusan pembelian pada generasi Y. Penelitian ini menggunakan metode kuantitatif dengan jumlah responden 112 orang dan diolah melalui metode Structural Equation Model (SEM). Hasil penelitian ini menunjukkan bahwa satisfaction berpengaruh positif dan signifikan terhadap word of mouth, namun trust berpengaruh negatif dan tidak signifikan terhadap word of mouth. Word of mouth berpengaruh positif dan signifikan terhadap keputusan pembelian pada generasi Y. Asuransi jiwa syariah dimiliki oleh umat Muslim dan Non-Muslim.

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ABSTRACTThis research aims to analyze the influence of satisfaction and trust on word of mouth about sharia life insurance, and its influence on buying decisions in generation Y. This study uses a quantitative method with a number of respondents 112 people and processed through the Structural Equation Model (SEM) method. The results of this study indicate that satisfaction has a positive and significant effect on word of mouth, but trust has a negative and not significant effect on word of mouth. Word of mouth has a positive and significant effect on buying decision on generation Y. Sharia life insurance is owned by Muslims and Non-Muslims."

"Generasi milenial dikenal dengan generasi yang tidak ragu untuk keluar dari organisasinya ketika mereka tidak terikat dengan organisasi tersebut. Kebermaknaan kerja disebut-sebut sebagai salah satu faktor penyebab bertahannya generasi milenial pada suatu organisasi. Kebermaknaan pekerjaan memiliki dimensi positive meaning in work, meaning making through work, dan greater good motivation. Selain itu, dikatakan juga bahwa faktor pengikat generasi milenial di suatu organisasi adalah keterikatan kerja. Tujuan penelitian ini adalah untuk mengetahui pengaruh kebermakaan kerja terhadap komitmen organisasi baik dimediasi oleh keterikatan kerja atau tidak. Responden dalam penelitian ini berjumlah 350 orang yang dipilih dengan metode puroposive sampling. Selain itu, analisis data ini menggunakan Structural Equation Modelling. Hasil penelitian ini menunjukkan bahwa makna pekerjaan memengaruhi keterikatan kerja dengan koefisien pengaruh sebesar 0,829, makna pekerjaan memengaruhi variabel komitmen organisasional dengan koefisien pengaruh sebesar 0,361 dan variabel makna pekerjaan memiliki pengaruh tidak langsung terhadap variabel komitmen organisasional dengan koefisien pengaruh sebesar 0,334.

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Millennials generation do not hesitate to leave the company when they do not feel attached to the company. Meaning of work is one way that can make employees survive in the company. Meaning of work which consists of positive meaning of work, meaning making through work, and greater good motivation is known to have a positive effect towards employee organizational commitment. Moreover, another factor that can improve organizational commitment is job engagement. The objective of this study is to determine the effect of meaning of work towards employee organizational commitment on millennial generation employees. The respondents in this study were 350 employees. The sampling technique in this study was purposive sampling.. The analysis of research data was by using Structural Equation Modelling (SEM). The results state that there is a postive effect of meaning of work around 0,829 towards employee job engagement while there is also a positive effect of meaning of work towards organizational commitment around 0,361. Lastly, there is an indirect effect of meaning of work mediated by job engagement towards organizational commitment which has 0,334 effect."

"ABSTRAKBerawal dari fenomena generasi Y (lahir tahun 1980-2000) yang seringberpindah-pindah pekerjaan, memiliki masa kerja yang pendek, danmemperhatikan aspek work life balance, peneliti tertarik mengetahui hubunganperceived supervisor support pada aspek work life balance (PSS pada WLB)dengan komitmen organisasi generasi Y. Sebagai penelitian kuantitatif, penelitianini menggunakan kuesioner untuk mengumpulkan data 114 responden karyawangenerasi Y dari berbagai sektor industri. Hasil korelasi Pearson menunjukkan PSSpada WLB memiliki hubungan yang positif dan signifikan dengan komitmenorganisasi yaitu r (114) = . 498, p< 0.01. Dengan demikian, untuk menjaga komitmen organisasi generasi Y organisasi perlu lebih memperhatikan persepsi karyawan mengenai dukungan atasan pada aspek work life balance.

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ABSTRACTBegin with several phenomena of generation Y (born 1980 -2000) such as being ajob hopper, have short tenure, and concern about work life balance, this researchaim to examine relationship between perceived supervisor support in work lifebalance with organizational commitment of generation Y. As a quantitativestudy, the methodology used in this study is questionnaire to 114 generation Yemployee from several industries. The Result of Pearson correlation show thatperceived supervisor support in work life balance has positive and significantrelationship with organizational commitment, r (114) = .498, p<0.01. As aconclusion, to maintain generation Y commitment, organizations need to put moreconcern about employee perception of supervisor support in work life balance."

"Sejak zaman dahulu kala, Indonesia merupakan negara yang kaya akan budaya dan tradisi yang diturunkan secara turun-temurun. Salah satu wujud dari upaya pelestarian budaya dan tradisi tersebut adalah wastra nusantara. Di Indonesia, industri tekstil untuk wastra nusantara cukup produktif dan bervariasi di seluruh wilayah Indonesia. Meskipun begitu, penggunaan produk wastra nusantara hingga saat ini masih lebih didominasi untuk kepentingan ekspor. Sementara itu, pada kehidupan sehari-hari, masyarakat Indonesia, khususnya generasi muda, yaitu Generasi Y (milenial) dan Generasi Z, masih menganggap bahwa pemakaian wastra nusantara hanya perlu dipakai untuk acara-acara khusus. Untuk meningkatkan tingkat minat Generasi Y dan Z terhadap wastra nusantara, diperlukan analisis terhadap faktor yang mempengaruhi tingkat minat Generasi Y dan Z terhadap wastra nusantara, agar dari faktor- faktor tersebut dapat dibentuk strategi untuk meningkatkan tingkat minat untuk pemakaian dan pembelian wastra nusantara. Penelitian ini bertujuan untuk merumuskan strategi guna mengoptimalkan tingkat pemakaian dan konsumsi wastra nusantara oleh masyarakat Indonesia dalam kehidupan sehari-hari, terutama oleh Generasi Y dan Z, dengan mengembangkan model konseptual menggunakan instrumen dari theory of planned behavior (TPB). Pengambilan data dilakukan dengan menyebarkan kuesioner kepada generasi Y dan Z di seluruh wilayah Indonesia. Selanjutnya, partial least square (PLS) digunakan untuk menganalisis kedua model. Metode Ansoff matrix digunakan untuk perumusan dan pengembangan strategi, serta metode analytical hierarchy process digunakan untuk validasi dan pemilihan strategi. Berdasarkan analisis model Generasi Y, 6 hipotesis diterima dan 2 hipotesis ditolak. Sedangkan pada analisis model Generasi Z, 5 hipotesis diterima dan 3 hipotesis ditolak. Berdasarkan perumusan dan pengembangan strategi menggunakan Ansoff matrix, 6 rekomendasi strategi untuk masing-masing model diajukan, kemudian 3 strategi untuk masing-masing model dipilih sebagai prioritas atau fokus utama berdasarkan hasil pengolahan data menggunakan analytical hierarchy process...... Since ancient times, Indonesia is a country that is rich in culture and traditions that have been passed down from generation to generation. One manifestation of efforts to preserve culture and tradition is the traditional fabrics. In Indonesia, the textile industry for traditional fabrics and garments is quite productive and varies in entire archipelagos. Nevertheless, the use of Indonesian textile products is still dominated for export purposes. Meanwhile, in everyday life, Indonesian people, especially the younger generation, particularly Generation Y (millennial) and Generation Z, still think that the use of Indonesian traditional fabrics only needs to be worn for special occasions. To increase the level of interest of both generations in Indonesian traditional fabrics, it is necessary to analyze the factors that influence the level of interest of them in Indonesian traditional fabrics so that from these factors a strategy can be formed to increase the level of interest in using and purchasing archipelago literature. This study aims to formulate a strategy to optimize the level of use and consumption of archipelago literature by Indonesian people in their daily lives, especially by Gen Y and Z, by developing a conceptual model using instruments from the theory of planned behavior (TPB). Data collection was carried out by distributing questionnaires to Gen Y and Z throughout Indonesia. Furthermore, partial least squares (PLS) are used to analyze both models. The Ansoff matrix method is used for strategy formulation and development, and the analytical hierarchy process method is used for strategy validation and selection. Based on the analysis of the model of Gen Y, 6 hypotheses were accepted and 2 hypotheses were rejected. Meanwhile, in the analysis of the model of Gen Z, 5 hypotheses were accepted and 3 hypotheses were rejected. Based on the formulation and development of strategies using ansoff matrix, 6 strategic recommendations for each model are proposed, then 3 strategies for each model are selected as priorities or main focus based on the data processing results using the analytical hierarchy process"

"Salah satu kecenderungan generasi Z yang mulai memasuki dunia kerja adalah job-hopping, yaitu berpindah perusahaan dalam waktu singkat, yang dapat dijelaskan oleh rendahnya komitmen organisasi. Beberapa penelitian sebelumnya menemukan adanya hubungan positif antara komitmen organisasi dengan modal psikologis dan kreasi kerja. Penelitian ini bertujuan untuk melihat hubungan antara ketiga variabel tersebut serta mengeksplorasi peran kreasi kerja sebagai mediator dalam hubungan antara modal psikologis dan komitmen organisasi pada karyawan generasi Z di Indonesia. Studi kuantitatif ini melibatkan 159 karyawan generasi Z di Indonesia dengan pengalaman minimal satu tahun. Penelitian ini menggunakan metode korelasional dengan alat ukur Organizational Commitment Questionnaire (OCQ), Psychological Capital Questionnaire-12 (PCQ-12), dan Job Crafting Scale (JCS). Hasil penelitian ini menunjukkan adanya korelasi positif antara ketiga variabel dan kreasi kerja memediasi sebagian hubungan antara modal psikologis dan komitmen organisasi. Penelitian ini dapat menjadi dasar organisasi untuk meningkatkan komitmen organisasi karyawan dengan mengadakan pelatihan serta intervensi.

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One of the tendencies of Generation Z entering the workforce is job-hopping, or switching companies in a short period of time, that can be explained by low organisational commitment. Previous studies have found positive relationship between organisational commitment, psychological capital, and job crafting. This study aims to examine the relationship between these three variables and explore the role of job crafting as a mediator in the relationship between psychological capital and organisational commitment among Generation Z employees in Indonesia. This quantitative study involved 159 generation Z employees in Indonesia. This study used correlational method with the Organizational Commitment Questionnaire (OCQ), Psychological Capital Questionnaire-12 (PCQ-12), and Job Crafting Scale (JCS). Results showed a positive correlation between the three variables and job crafting partially mediated the relationship between psychological capital and organisational commitment. The research is expected to be a reference for employees to improve organisational commitment by conducting training and interventions."

"Narsisisme merupakan sebuah kepribadian yang mempengaruhi arsitektur pada zaman ini. Generasi Y memiliki sifat narsistik lebih kuat dibandingkan dengan generasi sebelumnya yang mempengaruhi fungsi dalam rumah mereka. Skripsi ini bertujuan untuk mengkaji karakter rumah Generasi Y. Berdasarkan hasil tinjauan teori dan analisis studi kasus, narsisisme mempengaruhi rumah Generasi Y dengan adanya sebuah ruang identitas yang berperan menunjukkan narsisisme. Adanya keberadaan ruang identitas menunjukkan identitas akan selera dan status sosial penghuni kepada orang luar. Ruang identitas menambah makna rumah Generasi Y.

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Narcissism is a personality that influences architecture today. Generation Y has narcissistic properties stronger than previous generations that affect the function in their homes. This thesis aims to examine the character of Generation Y homes. Based on the results of the theory review and case study analysis, narcissism affects Generation Y home with the existence of an identity space that acts to show narcissism. The existence of identity space shows the identity of the taste and social status of the inhabitants to outsiders. The identity space adds to the meaning of Generation Y home."

"Penelitian dilakukan untuk mengetahui pengaruh dari perceived organizational support terhadap psychological well-being pekerja generasi milenial Indonesia dengan employee engagement dan affective commitment sebagai variabel mediasi pada generasi milenial. Responden pada penelitian ini adalah para karyawan yang telah bekerja sekurang-kurangnya 1 tahun pada perusahaan dan merupakan kelahiran antara tahun 1981 hingga 1996. Data kemudian diolah dengan menggunakan SPSS dan Structural Equation Modelling (SEM) LISREL. Penelitian ini mencoba menjelaskan faktor-faktor yang dapat mempengaruhi psychological well-being pada karyawan. Terdapat 247 responden yang berpartisipasi dalam penelitian ini. Hasil penelitian menunjukkan bahwa perceived organizational support, employee engagement dan affective commitment memengaruhi psychological well-being pekerja generasi milenial Indonesia, dan terdapat peran employee engagement dan affective commitment dalam memediasi hubungan antara perceived organizational support terhadap psychological well-being

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The research was conducted to determine the effect of perceived organizational support on the psychological well-being of Indonesian millennial generation workers with employee engagement and affective commitment as mediating variables in the millennial generation. Respondents in this study were employees who had worked for at least 1 year at the company and were born between 1981 and 1996. The data was then processed using SPSS and Structural Equation Modeling (SEM) LISREL. This study tries to explain the factors that can affect psychological well-being of employees. There were 247 respondents who participated in this study. The results of the study show that employee engagement and affective commitment affect the psychological well-being of Indonesian millennial generation workers, and there is a role for perceived organizational support, employee engagement and affective commitment in mediating the relationship between perceived organizational support and psychological well-being."

"[Sebagai salah satu perusahaan teratas dalam sektor asuransi jiwa, PT XYZ tidak luput mengalami salah satu permasalahan SDM, yaitu intention to leave yang tinggi yang dapat disebabkan oleh rendahnya komitmen organisasional karyawan. Di dalam penelitian ini akan dijelaskan mengenai pengaruh dari perceived external prestige, ethical organizational climate, dan leader-member exchange quality pada komitmen organisasional dan komitmen karir karyawan serta pengaruh dari komitmen organisasional dan komitmen karir karyawan pada motivasi untuk mengikuti pelatihan dan intention to leave di PT XYZ. Responden dari penelitian ini adalah 237 orang karyawan PT XYZ di Jakarta. Dengan menggunakan structural equation model, hasil dari penelitian ini menunjukkan bahwa hanya perceived external prestige dan leader-member exchange quality yang berpengaruh signifikan pada komitmen organisasional dan komitmen karir serta komitmen organisasional dan komitmen karir berpengaruh signifikan terhadap intention to leave dan motivasi untuk mengikuti pelatihan.;As one of top company in life insurance sector, PT XYZ do not miss experiencing one of common HR problem, i.e. high intention to leave that may caused by low organizational commitment. This research explains the impact of perceived external prestige, ethical organizational climate, and leader-member exchange quality to organizational commitment and career commitment on PT XYZ employees and also organizational commitment and career commitment on motivation to participate in training and intention to leave on PT XYZ. The respondents of this study were 237 permanent employee of PT XYZ in Jakarta. By using structural equation model, the result of this study shows that only perceived external prestige and leader-member exchange quality have significant impact to organizational commitment and career commitment and also organizational commitment and career commitment have significant impact to intention to leave and motivation to participate in training., As one of top company in life insurance sector, PT XYZ do not miss experiencing one of common HR problem, i.e. high intention to leave that may caused by low organizational commitment. This research explains the impact of perceived external prestige, ethical organizational climate, and leader-member exchange quality to organizational commitment and career commitment on PT XYZ employees and also organizational commitment and career commitment on motivation to participate in training and intention to leave on PT XYZ. The respondents of this study were 237 permanent employee of PT XYZ in Jakarta. By using structural equation model, the result of this study shows that only perceived external prestige and leader-member exchange quality have significant impact to organizational commitment and career commitment and also organizational commitment and career commitment have significant impact to intention to leave and motivation to participate in training.]"