Pengaruh Remote Working Terhadap Employee Engagement Pada Karyawan Generasi Z (Studi Kasus Pada Perusahaan Startup di Kota Bandung)
DOI:
https://doi.org/10.55606/akuntansi.v2i4.1278Keywords:
Generation Z, Startup, Remote Working, Employee Engagement, Bandung CityAbstract
Generation Z has now entered a work environment that was previously only filled with Generation X and Millennials. With Generation Z's preference for remote working, companies need to prepare and adapt to this phenomenon. However, remote working apparently has advantages and disadvantages that can increase or decrease the level of employee engagement in the company. Especially in startup companies, which started to become popular during the COVID-19 pandemic, most of them implemented remote working. Apart from that, as many as 49.5% of startup employees are from generation Z, so it needs to be a priority so that companies have a high level of employee engagement. Due to the fact that only 10% of startups in Indonesia can survive and 26% fail due to low levels of employee engagement. This research aims to determine the relationship between remote working and employee engagement among generation Z employees of startup companies in the city of Bandung. Sample in this research was 120 people from the generation Z who currently/have (at least 3 months) worked at a startup company in Bandung city. By determining the sample using purposive sampling with the hair’s formula. The method used in this research uses descriptive and verification methods with a quantitative approach, which is measured using a simple linear regression test. The results of this research show that remote working has a positive influence on employee engagement.
References
Afriyadi, A. D. (2020, April 9). WFH Kurangi Produktivitas? Tangkis Pakai Cara Ini. Retrieved May 22, 2023 from Detik Finance: https://finance.detik.com/berita-ekonomi-bisnis/d-4971346/wfh-kurangiproduktivitas-tangkis-pakai-cara-ini.
Aliffia, D., Mawadah, Adawiyah, R., Na'imah, K., Komalasari, S., & Hermina, C. (2022). Konflik Peran Ganda Wanita Karir Saat Work From Home di Masa Pandemi Covid-19. Muadalah: Jurnal Studi Gender dan Anak, 10(2), 79 - 88.
Annur, C. M. (2022, April 13). Gen Z dan Milenial Lebih Memilih Jadi Pengangguran daripada Tak Bahagia di Tempat Kerja. From databoks: https://databoks.katadata.co.id/datapublish/2022/04/13/gen-z-dan-milenial-lebih-memilih-jadi-pengangguran-daripada-tak-bahagia-di-tempat-kerja
Atieq, M. Q. (2019). Comparative Analysis Of Employee Engagement In Employees Generation X, Y, And Z. AL-AMWAL: JURNAL EKONOMI DAN PERBANKAN SYARI’AH, 11(2), 285 - 299.
CNBC. (2023, January 9). Sri Mulyani: Anak Muda Kini Tidak Suka Bekerja di Kantor. Retrieved February 23, 2023 from CNBC Indonesia: https://www.cnbcindonesia.com/news/20230109105807-4-403892/sri-mulyani-anak-muda-kini-tidak-suka-bekerja-di-kantor
Danial, & Warsiah, N. (2009). Metode Penulisan Karya Ilmiah. Laboratorium Pendidikan Kewarganegaraan.
De Bruin, G. P. (n.d.). Dimensionality of the 9-item Utrecht Work Engagement Scale (UWES–9). Psychological Reports, 112(3), 788-799.
Dihni, V. A. (2022, May 25). Ini Wilayah dengan Startup Terbanyak di Indonesia. Retrieved May 24, 2023 from Databoks: https://databoks.katadata.co.id/datapublish/2022/05/25/ini-wilayah-dengan-startup-terbanyak-di-indonesia
Dihni, V. A. (2022, Mei 25). Ramai Isu PHK, Mayoritas Startup RI Punya Karyawan di Bawah 50 Orang. From Databoks: https://databoks.katadata.co.id/datapublish/2022/05/25/ramai-isu-phk-mayoritas-startup-ri-punya-karyawan-di-bawah-50-orang
Drobnjak, S., & Jereb, E. (2007). Telework Indicators : A Case Study of Slovenia. 40(1).
Francis, T., & Hoefel, F. (2018). ‘True Gen’: Generation Z and its implications for companies. McKinsey & Company.
Gadecki. (2018). New Technologies and Family Life In The Context Of Work At Home The Strategies Of Work Life Balance. 77 - 89.
Ghozali, I. (2018). Aplikasi analisis multivariate dengan program IBM SPSS 25 edisi ke-9. Badan Penerbit Universitas Diponegoro.
Hafshah, R. N., Najmaei, M., Mansori, S., & Fuchs, O. (2022). The Impact of Remote Work During COVID-19 Pandemic on Millennial Employee Performance: Evidence from the Indonesian Banking Industry. Journal of Insurance and Financial Management, 7(2).
Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87(2), 268 - 279.
Hermawan, I. (2019). Metodologi Penelitian Pendidikan ( Kualitatif, Kuantitatif dan Mixed Method ). Hidayatul Quran.
Huuhtanen, P. (1997). Health and safety issues for teleworkers in the European Union : consolidated report. European Foundation for the Improvement of Living and World Conditions.
J, A. (2014). International Journal of Productivity and Performance Management. Determinants of employee engagement and their impact on employee performance, 63(3), 308 - 323.
Jobstreet. (2021). Global Talent Survey. Decoding Global Talent, 2(Indonesia).
Klopotek, M. (2017). Scientific Quarterly “Organization and Management". The Advantages and Disadvantages of Remote Working from The Perpective of Young Employees, 4, 40.
Konradt, U., Schmook, R., & Malecke, M. (2000). Implementation of telework and impacts on individuals, organizations, and families: A critical review of the literature. Cooper, C. L. & Robertson, I. T. (Eds.), International Review of lndustrial and Organizational Psychology, Wiley, Chichester, 15, 63 - 99.
Kulikowski, K. (n.d.). Do we all agree on how to measure work engagement? Factorial validity of Utrecht Work Engagement Scale as a standard measurement tool—A literature review. International Journal of Occupational Medicine and Environmental Health, 30(2), 161-175.
M., S. A. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600-619.
Macleod, D., & Clarke, N. (2009). Engaging for Success: enhancing performance through employee engagement. Office of Public Sector Information, London.
McKinsey Global Institute. (2021, February 18). The future of work after COVID-19. Retrieved March 12, 2023 from McKinsey: https://www.mckinsey.com/featured-insights/future-of-work/the-future-of-work-after-covid-19#/
MIKTI Masyarakat Industri Kreatif Teknologi Informasi dan Komunikasi Indonesia. (2021). MIKTI Mapping & Database Startup Indonesia 2021. MIKTI (Masyarakat Industri Kreatif Teknologi Informasi dan Komunikasi Indonesia).
Mungkasa, O. (2020). Bappenas Working Papers. Bekerja Jarak Jauh (Telecommuting): Konsep, Penerapan dan Pembelajaran, III, 1.
Mustajab, D., Bauw, A., Rasyid, A., & Irawan, A. (2020). Fenomena Bekerja dari Rumah sebagai Upaya Mencegah Serangan COVID-19 dan Dampaknya terhadap Produktifitas Kerja. THE INTERNATIONAL JOURNAL OF APPLIED BUSINESS TIJAB, 4(1), 13 - 21.
Mutia, A. (2022, September 21). Mengapa Banyak Bisnis Startup Gagal? Ini Penyebabnya. From Databoks:
https://databoks.katadata.co.id/datapublish/2022/09/21/mengapa-banyak-bisnis-startup-gagal-ini penyebabnya#:~:text=Sebanyak%2038%25%20startup%20gagal%20karena,ada%20kebutuhan%20pasar%20(35%25).
Neufeld, D. J., & Fang, Y. (2005). Individual, social and situational determinants of telecommuter productivity. Information & Management, 1037 - 1049.
Nugraheni, R. (2020, June 24). Dampak Work From Home Terhadap Motivasi Pekerja: Solusi atau Hambatan? Retrieved May 22, 2023 from Yoursay: https://yoursay.suara.com/news/2020/06/24/144004/dampak-work-from-home-terhadap-motivasi-pekerja-solusi-atau-hambatan
Permata, S., & Ahman, E. (2022). Komparasi employee engagement saat WFO dan WFH. Inovasi: Jurnal Ekonomi Keuangan dan Manajemen, 18(2).
Rijanto, R., & Risnawati, R. (2020). PENGARUH PENGALAMAN KERJA, MOTIVASI KERJA DAN LATAR BELAKANG PENDIDIKAN TERHADAP KINERJA KARYAWAN (Studi Pada AJB Bumiputera Cabang Cibadak). Jurnal Ekonomedia, 9(02).
Sadida, N., & Febriani, Z. (2016). Mengikat Karyawan Dengan Telecommuting (Studi Keterikatan Kerja Karyawan Telecommuting). Jurnal Psikogenesis, 4(1).
Schaufeli, W. B., & Bakker, A. B. (2006). The Measurement of Work Engagement With a Short Questionnaire A Cross-National Study. Educational and Psychological Measurement, 66(4), 701 - 716.
Schiemann, W. A. (2009). Aligning performance management with organizational strategy, values, and goals. In In J. W. Smither & M. London (Eds.), Performance management: Putting research into action (pp. 45 - 87). Jossey-Bass/Wiley.
Skinner, S. (2022, May 17). Mind the Gap: No hybrid option? Then Gen Z might quit. Retrieved March 12, 2023 from McKinsey: https://www.mckinsey.com/~/media/mckinsey/email/genz/2022/05/17/2022-05-17b.html
Stonehouse, W. (2022, December 20). Is Remote Work Holding Gen-Z Back? Retrieved March 12, 2023 from Forbes: https://www.forbes.com/sites/forbeshumanresourcescouncil/2022/12/20/is-remote-work-holding-gen-z-back/?sh=744186cf5bd6
Storey, J., Wright, P., Welbourne, T. M., & Ulrich, D. (2008). Employee engagement. In The Routledge Companion to Strategic Human Resource Management (pp. 299 - 315). Routledge.
Sugiyono. (2018). Metode Penelitian Kuantitatif. Alfabeta.
Suryanto. (2020, Mei 1). Pekerja Ingin WFH Diadopsi Perusahaan meski Pandemi Corona Usai. From Antara News: https://www.antaranews.com/berita/1456635/pekerja-ingin-wfhdiadopsi-perusahaan-meski-pandemi-corona-usai.
Ulrich, D., & Brockbank, W. (2005). HR Value Proposition. Harvard Business Press.
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2023 Vania Citta Mufarrihati, R. Rina Novianty Ariawaty
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
