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Gallup
(2016) mentions one of the factors that likely have an impact on this low
number in Indonesia is the rise of gen Y or some familiar with the millennial
generation. Fifty percent of the population in Indonesia is mostly younger than
30 which means an organization today is facing younger generation to be its
employees and Gallup (2016) believes that the concept of engaging the
millennial generation is quite different from more traditional to be more
focused on retaining the employees.

Indeed,
nowadays, an organization has turned out to be the multigeneration workplace.
Due to the time, mostly an organization is having millennial generation as
representative of the largest population in the workplace instead of the older
generation. The rise of this generation makes a challenge for an organization
itself and it would be concerned by every manager in terms of communicating
with them. Feeney (2015) also mentions that it is important for an organization
to having well connection and communication with the millennial
generation.  However, according to
Twenge, et al (2010), sometime millennial generation can be referred as a “Gen
Me” which has a single-minded in attempt to pursue the career ladder and have a
limitation for their loyalty. In addition to this, based on Deloitte study
(2011), there is a difference between the younger and older groups within
millennials. Deloitte (2011) adds the older generation (26 – 31 years old)
within millennial are more concerned about job security.  Moreover,
millennial generation wants it all and wants it now regarding the salary and
benefit, career advancement, work and life balance, challenging work and
involved in society (Ng, Schweitze and Lyons, 2010). These work expectations
make an organization realized that as employers who have striven to hire
high-value employees and attract them and it is essential to know better the
expectations that this young generation can bring to the workplace.

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However,
it has never been easy to reach an expectation. Based on Gallup (2016)
research, in Indonesia, the level of employee engagement is lowest among
Southeast Asian nations. As it mentioned before, the rise of the millennial
generation in the workplace might be the reason of this lower number.
Millennials have their own career-related expectation. An organization must
know first how is the millennial expectation then engagement can be followed.
In addition, the millennial generation has lower levels of engagement compared
to the older generation (Maxwell et al, 2010; Boone et al, 2011; Gallup, 2012).
Thus, this research will be concerned about the expectation of millennial
generation in terms of career-related expectation if they have positive
relationship with the level of employee engagement.In
Thornton’s (2015) study about career-related expectation and employee
engagement, the result finds that there is no significant relationship between
career-related expectation to the level of employee engagement. In contrast to
Thornton’s (2015) finding, Maxwell, Ogden and Broadbridge (2010) discuss that
millennials could be more engaged if the company acknowledged their career expectations.
Maxwell, Ogden and Broadbridge (2010) is finished the study about millennials
in Scotland where Thornton’s (2015) study is targeted millennials in Ireland as
their population sample. Regarding to this gap, this study believes that
career-related expectation has a positive relationship in the level of employee
engagement among millennials in Indonesia.

Furthermore,
Ng et al (2010) explain that in career-related expectation contains of three
indicators namely career advancement expectation, salary expectation and work
attributes expectation. Maxwell, Ogden and Broadbridge (2010) believes that if
an organization can conform the career expectation of millennials, this
generation could be having more engagement level to their organizations. Thus,
this study also discusses the relationship among three indicators that included
in career-related expectation with the level of employee engagement between
millennials in Indonesia.

On the
other hand, in Indonesia, working in tech-startup companies are considered by
millennials to be their starting career since the growing of tech-startup
companies in Indonesia (Viinikainen, 2013). According to Radinal (2016), “Indonesia is becoming a hotbed for
startup”. In recent years, several tech-startups have appeared. Based on
startupranking.com, Indonesia is ranked third after America and India. Radinal (2016)
also mentions that tech-startups include gadget and apps are becoming trend in
Indonesia. On the other hand, Vo (2016) shares that characteristics of
tech-startup companies are matching with the characteristics of millennial
generation. Therefore, this study focuses on the millennials who are working in
the tech-startup companies in Indonesia. 

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