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Dwianto, Agung Surya
Universitas Paramadina
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THE EFFECT OF WORKING CONDITIONS ON EMPLOYEE RETENTION AMONG GEN Z EMPLOYEES IN THE MANUFACTURING INDUSTRY PT WIDIA SAMI NIKI Faradila Febriyana; Agung Surya Dwianto
Jurnal Education and Development Vol 14 No 2 (2026): Vol 14 No 2 Mei 2026
Publisher : Institut Pendidikan Tapanuli Selatan

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.37081/ed.v14i2.7921

Abstract

Indonesia, as a developing country, still relies on the manufacturing industry as a source of national employment. The workforce has characteristics that meet companies' needs, but as time goes by, Generation Z has emerged as a problem for companies that are less effective at retaining their employees. Generation Z, with its unique characteristics, poses a challenge to employee retention for companies. This study uses quantitative methods and questionnaire data. The research was conducted at PT Widia Sami Niki with a sample of 30 respondents. The results indicate that working conditions have a significant positive relationship with employee retention. Working conditions have the greatest contribution to employees' decisions to stay, compared to compensation and career development factors. The greater the organization's efforts to provide comfort for employees, the more likely they are to stay with the organization.
The Meaning of Work-Life Balance for Gen Z Employees at Ranch Market Supermarket Menteng Park Branch Silaban, Trosahlan; Dwianto, Agung Surya
Jurnal Ragam Pengabdian Vol. 3 No. 2 (2026): Mei-Agustus, Sustainable Development Goals (SDGs): Multidisciplinary Perspectiv
Publisher : Lembaga Teewan Journal Solutions

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62710/vt1g6n10

Abstract

The changing characteristics of the workforce dominated by Generation Z are encouraging organizations to pay more attention to the importance of work-life balance, particularly in the supermarket retail industry with its shift-based work system. This study aims to analyze the meaning of work-life balance for Generation Z employees at Ranch Market, Menteng Park Branch. The study used a qualitative approach with a phenomenological method. Data were obtained through in-depth interviews with six informants and analyzed using Reflexive Thematic Analysis by Braun and Clarke. The results show that work-life balance is defined as the ability to maintain a balance between work and personal life through time management, fulfilling the need for rest, health, social relationships, and personal activities. This experience is influenced by the shift work system, workload, overtime, and limited workforce. While organizational support through flexible leave, good communication, and superior attention are factors that help create balance. This study concludes that work-life balance contributes to the physical, psychological, and social well-being of employees, so companies need to implement more flexible and adaptive work policies to support the well-being and improve the performance of Generation Z employees.
Training Satisfaction and Perceived Organizational Performance: The Parallel Mediating Roles of Work Engagement and Job Satisfaction Melati Aros Putri; Agung Surya Dwianto
PERSEPTIF: Jurnal Ilmu Sosial dan Humaniora Vol. 4 No. 3 (2026): PERSEPTIF: Jurnal Ilmu Sosial dan Humaniora
Publisher : Lembaga Penelitian dan Pendidikan (LPP) Kalibra

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.70716/perseptif.v4i3.776

Abstract

This study examines whether work engagement and job satisfaction jointly mediate the association between training satisfaction and perceived organizational performance. A cross-sectional online survey was conducted among 226 employees who had participated in training programs at an Indonesian life insurance company. The data were analyzed using partial least squares structural equation modeling. All reflective constructs demonstrated satisfactory reliability, convergent validity, and discriminant validity. Full-collinearity VIFs ranged from 2.346 to 3.156, suggesting no severe common-method collinearity, and Stone-Geisser Q² values for the endogenous constructs were positive (.359-.587). Training satisfaction was positively associated with perceived organizational performance (β = .367, p < .001), work engagement (β = .658, p < .001), and job satisfaction (β = .712, p < .001). Work engagement (β = .280, p < .001) and job satisfaction (β = .282, p < .001) were each positively associated with perceived organizational performance. The indirect effects through work engagement (β = .184, 95% CI [.092, .284]) and job satisfaction (β = .201, 95% CI [.118, .293]) were significant, while their difference was not (Δβ = .017, p = .820). The direct effect remained significant, indicating complementary partial mediation. The model explained 68.3% of the variance in perceived organizational performance. The findings show that the parallel mediation pattern extends to a service-intensive Indonesian life-insurance context and support evaluating training through relevance, delivery quality, work engagement, and job satisfaction.
Effectiveness of Talent Management Implementation on Employee Performance in a Mining Services Company Haliza Amelia Husna; Agung Surya Dwianto
Jurnal Relevansi : Ekonomi, Manajemen dan Bisnis Vol 10 No 4 (2026): August
Publisher : Lembaga Penelitian dan Pengabdian Kepada Masyarakat (LPPM), STIE Krakatau

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61401/relevansi.v10i4.408

Abstract

This study examines the effectiveness of talent management implementation and its influence on employee performance in a mining services company in Indonesia. A qualitative approach was employed using semi-structured in-depth interviews with purposively selected informants from the human resources function. Data were analyzed using thematic analysis. The findings indicate that talent management practices are implemented in a limited and reactive manner, functioning primarily as administrative processes rather than as strategic initiatives. The study also reveals a paradox in which the organization demonstrates strong performance in operational and safety management but lacks systematic talent development practices. Consequently, employee performance relies more on individual experience and supervisory direction than on structured competency development and career planning systems. This study highlights the need to transform talent management into a strategic function to enhance employee performance and sustain organizational competitiveness. The findings are based on a single organization and a limited number of participants. This study provides empirical insights into talent management in high-risk industries and emphasizes the importance of integrated and strategic talent development.
The Influence of Workload, Motivation, and Work Environment on Generation Z Employee Productivity in Cikarang Sofia Kelani; Agung Surya Dwianto
Ilomata International Journal of Management Vol. 7 No. 2 (2026): April 2026
Publisher : Yayasan Sinergi Kawula Muda

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61194/ijjm.v7i2.2107

Abstract

This study analyzes the influence of workload, work motivation, and work environment on the work productivity of Generation Z employees in the Cikarang manufacturing industry. This phenomenon is important given the unique characteristics of Generation Z, which now dominates the labor market amid demands for industrial efficiency. Using an associative quantitative approach, with purposive sampling techniques involving 240 Generation Z respondents, primary data was collected through questionnaires. Measurement accuracy was ensured using Pearson's corrected item-total correlation for validity (r ≥ 0.30) and Cronbach's alpha for reliability (α ≥ 0.60 for exploratory adaptation). Furthermore, before testing the hypothesis through multiple linear regression, all essential diagnostic assumptions, including residual normality, multicollinearity (Tolerance and VIF), and heteroscedasticity, were strictly met. The results indicate that workload and work motivation are significantly associated with employee productivity. Workload, when appropriately managed, may support productivity, while work motivation is associated with maintaining consistent performance in a target-oriented work environment. In contrast, the work environment does not show a statistically significant relationship with productivity in this study. This finding suggests that, within this specific context, the work environment may function as a supporting condition rather than a direct determinant of productivity. Simultaneously, these three variables have a significant effect with a contribution of 54.1%. This study concludes that Generation Z's work productivity is more closely related to optimal work volume and motivation than to physical environmental facilities.
Strategic Human Capital Deployment: Examining the Mechanisms Linking Managerial Talent, Work Experience Accumulation, and Supervisory Effectiveness to Job Rotation Outcomes Agung Surya Dwianto; Sitta Kusuma
Ilomata International Journal of Management Vol. 7 No. 2 (2026): April 2026
Publisher : Yayasan Sinergi Kawula Muda

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61194/ijjm.v7i2.2204

Abstract

This study examines the influence of managerial talent, work experience accumulation, and supervisory effectiveness on job rotation outcomes among managers of PT Pos Indonesia Regional IV Jakarta. As a state-owned enterprise operating in an increasingly competitive logistics environment, PT Pos Indonesia requires evidence-based human capital strategies to enhance managerial adaptability and organizational agility. This research proposes an integrated structural model linking managerial talent, experiential learning, and supervisory practices, with a particular emphasis on their sequential interrelationships in explaining job rotation effectiveness. A quantitative approach was employed using a census of 160 managers. Data were analyzed through Confirmatory Factor Analysis (CFA) and Structural Equation Modeling (SEM) to test direct and indirect relationships among variables. The findings indicate that managerial talent, work experience accumulation, and supervisory effectiveness positively influence job rotation outcomes. In addition, managerial talent indirectly affects job rotation effectiveness through work experience and supervision, suggesting a sequential mediation mechanism. While the results provide empirical support for the proposed model, they should be interpreted with caution due to the study’s cross-sectional design, reliance on self-reported data, and focus on a single regional context. This study contributes to the talent management literature by highlighting the importance of integrating managerial capability, experiential accumulation, and supervisory processes into a coherent mechanism influencing job rotation outcomes. Practically, the findings offer guidance for designing competency-based rotation systems to strengthen leadership pipelines and organizational resilience in state-owned enterprises.
Co-Authors Ahmad Azmy Ahmad Fadhlan Andri Aprurroji Ardilah Santi Ayu Lestari Bella Amalia Cantika, Adinda Putri Chrisselda Putri Hendrita Dameria, Theresia Elisabeth Darka Darka DARKA DARKA Devira Devira Dewo, Ongky Saputra Didin Hikmah Perkasa Diovanessa, Charla Bernadhetta Angeline Efendi, Asep Efnu Munanda Eva Purnamasari Faradila Febriyana Farhan Adna Yaffi Febriansyah, Toni Firmansyah Firmansyah Periansya Giovanni, Jane Haliza Amelia Husna Hetty Karunia Tunjungsari Iin Novita Evan Irena D Silva Irma Wiji Astuti Iyus Wiadi Joko Dwiarto Junengsih Junengsih, Junengsih Kelani, Sofia Kinanti Mangestisari Kurnia, Tasya Suciati Kurniaty, Dewi Kusuma, Nursheto Pramu Kusuma, Sitta Laelatul Qodriyah Lingga Yuliana Lucia Ratu Persia Lucia Rosdiana Damanik Magita Magito Magito Margahayu, Riza Primananda Megawati Sihite Melati Aros Putri Mohamad Sajili Nabilla Fauziah Novita Evan, Iin Novitasari, Hafisha Nugraha, Evans Afriant Nur Endah Retno Wuryandari Nur Vitriani Nur Vitriani Permadi, Yudhi Pirmansyah, Yodi Pratama, R. Warsito Ayang Pupung Purnamasari Pupung Purnamasari Puri, Diah Sampurnaning Putri, Elvani Anisa Rabbani, Muhammad Amru Rahmawati, Heti Rakhmayani, Meita Devi Ramadani, Ramadani Ramadhan, Sarah Ratono Renardi Dewanto Retno Nurulia Hapsari Rifai, Ahmad Widad Rosidatulmanna, Siti Sayidah Royandika Hadiyansyah Rustomo Rustomo Rustomo, Rustomo Salsabila, Unik Hanifah Sarah Ramadhan Satoto, Ayu Audina Shani Suryaningsih Silaban, Trosahlan Sinaga, Vera Juliana Siswandaru, Luqman Ardana Sofia Kelani Stefany Bororing Syech Khan Fahri Alfaribi Syifa Fitri Fairus Taufik Aulia Tohali Tohali Tubagus Akbar Ikhwandi Tukini Tukini Vera Juliana Sinaga Wawan Gunawan Widayatmoko, Widayatmoko Wijanarko, Adrian A Yodi Pirmansyah Zannna, Devki Rekhana