THE RELATIONSHIP BETWEEN EMPLOYEE ENGAGEMENT AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR ON EMPLOYEE RETENTION AMONG MILLENNIALS
Keywords:
Employee Engagement, Organizational Citizenship Behavior, Employee Retention, Millennials, PTPN VI
Abstract
This study aims to analyze the relationship between employee engagement and organizational citizenship behavior (OCB) and their impact on the retention of millennial employees at PTPN VI Kayu Aro, Kerinci, Jambi. The high turnover rate among millennial employees poses a serious challenge for Indonesia s largest tea plantation company. The study employed a descriptive-associative quantitative approach with 120 millennial employee respondents selected through purposive sampling. The research instruments consisted of a structured questionnaire based on a 1 5 Likert scale adapted from the Utrecht Work Engagement Scale (UWES) for the employee engagement variable, Organ s (1988) scale for OCB, and a retention scale developed from the theory of Mathis and Jackson (2011). Data analysis was performed using multiple linear regression with SPSS version 26. The results of the study indicate that: (1) employee engagement has a positive and significant effect on millennial employee retention (β = 0.412; p < 0.05); (2) OCB has a positive and significant effect on millennial employee retention (β = 0.338; p < 0.05); (3) simultaneously, employee engagement and OCB have a significant effect on millennial employee retention, with an F-value of 47.821 and an R of 0.578. The managerial implications suggest that PTPN VI Kayu Aro needs to strengthen engagement programs based on local wisdom values and foster a culture of OCB as a long-term retention strategy.References
DAFTAR PUSTAKA
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Blau, P. M. (1964). Exchange and power in social life. John Wiley & Sons.
Badan Pusat Statistik (BPS). (2023). Statistik Indonesia 2023. Badan Pusat Statistik Republik Indonesia.
Creswell, J. W. (2014). Research design: Qualitative, quantitative, and mixed methods approaches (4th ed.). SAGE Publications.
Deloitte. (2023). Deloitte global millennial survey 2023. Deloitte Touche Tohmatsu Limited.
Demerouti, E., Bakker, A. B., Nachreiner, F., & Schaufeli, W. B. (2001). The job demands-resources model of burnout. Journal of Applied Psychology, 86(3), 499–512.
Gallup. (2023). State of the global workplace: 2023 report. Gallup Inc.
Ghosh, P., Satyawadi, R., Joshi, J. P., & Shadman, M. (2013). Who stays with you? Factors predicting employees' intention to stay. International Journal of Organizational Analysis, 21(3), 288–312.
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692–724.
Mathis, R. L., & Jackson, J. H. (2011). Human resource management (13th ed.). South-Western Cengage Learning.
Mitchell, T. R., Holtom, B. C., Lee, T. W., Sablynski, C. J., & Erez, M. (2001). Why people stay: Using job embeddedness to predict voluntary turnover. Academy of Management Journal, 44(6), 1102–1121.
Nunnally, J. C. (1978). Psychometric theory (2nd ed.). McGraw-Hill.
Organ, D. W. (1988). Organizational citizenship behavior: The good soldier syndrome. Lexington Books.
Podsakoff, P. M., MacKenzie, S. B., Moorman, R. H., & Fetter, R. (1990). Transformational leader behaviors and their effects on followers' trust in leader, satisfaction, and organizational citizenship behaviors. Leadership Quarterly, 1(2), 107–142.
Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600–619.
Saks, A. M., & Gruman, J. A. (2014). What do we really know about employee engagement? Human Resource Development Quarterly, 25(2), 155–182.
Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3(1), 71–92.
Strauss, W., & Howe, N. (1991). Generations: The history of America's future, 1584 to 2069. William Morrow and Company.
Twenge, J. M. (2010). A review of the empirical evidence on generational differences in work attitudes. Journal of Business and Psychology, 25(2), 201–210.
Widjaja, D. C., Jokom, R., Kristanti, M., & Kaihatu, T. S. (2019). Generasi milenial: Karakteristik, faktor kepuasan dan loyalitas. Jurnal Manajemen Perhotelan, 5(1), 21–33.
Yuniasih, N., & Suwatno. (2020). Pengaruh employee engagement terhadap retensi karyawan di perusahaan perkebunan. Jurnal Riset Manajemen dan Bisnis, 15(2), 87–98.
Bakker, A. B., & Demerouti, E. (2007). The job demands-resources model: State of the art. Journal of Managerial Psychology, 22(3), 309–328. https://doi.org/10.1108/02683940710733115
Blau, P. M. (1964). Exchange and power in social life. John Wiley & Sons.
Badan Pusat Statistik (BPS). (2023). Statistik Indonesia 2023. Badan Pusat Statistik Republik Indonesia.
Creswell, J. W. (2014). Research design: Qualitative, quantitative, and mixed methods approaches (4th ed.). SAGE Publications.
Deloitte. (2023). Deloitte global millennial survey 2023. Deloitte Touche Tohmatsu Limited.
Demerouti, E., Bakker, A. B., Nachreiner, F., & Schaufeli, W. B. (2001). The job demands-resources model of burnout. Journal of Applied Psychology, 86(3), 499–512.
Gallup. (2023). State of the global workplace: 2023 report. Gallup Inc.
Ghosh, P., Satyawadi, R., Joshi, J. P., & Shadman, M. (2013). Who stays with you? Factors predicting employees' intention to stay. International Journal of Organizational Analysis, 21(3), 288–312.
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692–724.
Mathis, R. L., & Jackson, J. H. (2011). Human resource management (13th ed.). South-Western Cengage Learning.
Mitchell, T. R., Holtom, B. C., Lee, T. W., Sablynski, C. J., & Erez, M. (2001). Why people stay: Using job embeddedness to predict voluntary turnover. Academy of Management Journal, 44(6), 1102–1121.
Nunnally, J. C. (1978). Psychometric theory (2nd ed.). McGraw-Hill.
Organ, D. W. (1988). Organizational citizenship behavior: The good soldier syndrome. Lexington Books.
Podsakoff, P. M., MacKenzie, S. B., Moorman, R. H., & Fetter, R. (1990). Transformational leader behaviors and their effects on followers' trust in leader, satisfaction, and organizational citizenship behaviors. Leadership Quarterly, 1(2), 107–142.
Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600–619.
Saks, A. M., & Gruman, J. A. (2014). What do we really know about employee engagement? Human Resource Development Quarterly, 25(2), 155–182.
Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3(1), 71–92.
Strauss, W., & Howe, N. (1991). Generations: The history of America's future, 1584 to 2069. William Morrow and Company.
Twenge, J. M. (2010). A review of the empirical evidence on generational differences in work attitudes. Journal of Business and Psychology, 25(2), 201–210.
Widjaja, D. C., Jokom, R., Kristanti, M., & Kaihatu, T. S. (2019). Generasi milenial: Karakteristik, faktor kepuasan dan loyalitas. Jurnal Manajemen Perhotelan, 5(1), 21–33.
Yuniasih, N., & Suwatno. (2020). Pengaruh employee engagement terhadap retensi karyawan di perusahaan perkebunan. Jurnal Riset Manajemen dan Bisnis, 15(2), 87–98.
