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All Journal Equator Journal of Management and Entrepreneurship Gadjah Mada International Journal of Business E-Dimas: Jurnal Pengabdian kepada Masyarakat JURNAL PRODUKTIVITAS eCo-Buss Jurnal Informatika Ekonomi Bisnis Management Studies and Entrepreneurship Journal (MSEJ) International Journal on Social Science, Economics and Art Journal of Educational Management Research
Ilzar Daud
Fakultas Ekonomi Dan Bisnis - Universitas Tanjungpura
Religion Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Social Sciences

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Mitigating Brain Drain Through Employee Engagement: How Perceived Organizational Support, Employee Well-Being and Career Development Influence Zillennials’ Turnover Intention Felisia Felisia; Titik Rosnani; Dody Pratama Marumpe; Ilzar Daud; Efa Irdhayanti
eCo-Buss Vol. 8 No. 2 (2025): eCo-Buss
Publisher : Komunitas Dosen Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32877/eb.v8i2.2613

Abstract

Brain drain has become popular among Zillennials reflecting their growing awareness of international career opportunities. This trend poses a challenge to Indonesia’s economic development particularly in sectors like banking where high employee turnover is common. As organizations face the threat of losing talented employees, adapting retention strategies is crucial to reduce turnover intention. Engaged employees are a key competitive advantage. This research aims to examine how perceived organizational support, employee well-being and career development influence turnover intention with employee engagement as a mediator. Data were collected from 258 Zillennial employees (born between 1992 and 2002) currently working at banks in Indonesia, each with at least six months of experience and awareness of international career trend like hashtag #KaburAjaDulu. Questionnaires were distributed via social media and data were analyzed using SmartPLS 4 with structural equation modelling (SEM). The findings demonstrate that perceived organizational support, employee well-being and career development positively influence employee engagement, while employee engagement negatively influences turnover intention. Notably, perceived organizational support and career development reduce turnover intention, while employee well-being’s effect on turnover intention is through mediation of employee engagement. Employee engagement plays a key mediating role of perceived organizational support, employee well-being, career development and turnover intention.
The Influence of Transformational Leadership and Perceived Organizational Support on Employee Performance through Organizational Citizenship Behavior and Job Satisfaction Adrian Bosrin; Ana Fitriana; Dody Pratama Marumpe; Ilzar Daud; Mazayatul Mufrihah
Journal of Educational Management Research Vol. 5 No. 2 (2026)
Publisher : Al-Qalam Institue

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61987/jemr.v5i2.1943

Abstract

This study aims to examine the effects of transformational leadership and perceived organizational support on employee performance, with organizational citizenship behavior and job satisfaction as mediating variables. A quantitative approach was employed using a survey method involving 228 employees selected through accidental sampling. Data were collected using Likert-scale questionnaires and analyzed with Structural Equation Modeling–Partial Least Squares (SEM-PLS) through SmartPLS 4.0. The results reveal that transformational leadership has a significant negative direct effect on employee performance, while perceived organizational support does not have a significant direct effect. However, both transformational leadership and perceived organizational support have positive and significant effects on organizational citizenship behavior and job satisfaction. Furthermore, organizational citizenship behavior and job satisfaction positively and significantly influence employee performance and serve as mediating variables. These findings indicate that improving employee performance is more effectively achieved through fostering positive work attitudes and discretionary behaviors rather than relying solely on direct leadership influence. The study highlights the importance of strengthening supportive organizational climates and enhancing employee satisfaction to sustain performance outcomes.
The Impact of Work Family Conflict on Turnover Intention: A Study of Married Gen Z Banking Employees in Indonesia with Burnout and Job Satisfaction as Mediators Yupentus Bio Samuel; Ramadania; Dody Pratama Marumpe; Ilzar Daud; Mazayatul Mufrihah
Journal of Educational Management Research Vol. 5 No. 2 (2026)
Publisher : Al-Qalam Institue

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61987/jemr.v5i2.2010

Abstract

This study aims to analyze the effect of work family conflict on turnover intention among married Generation Z employees in the banking sector, with burnout and job satisfaction serving as dual mediating variables. A quantitative approach was employed by distributing online questionnaires to 200 married Gen Z banking employees in Indonesia, and the data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS. The results indicate that work–family conflict has a positive and significant effect on turnover intention, although its direct contribution is relatively small. However, work–family conflict exerts a strong and significant influence on increasing burnout and decreasing job satisfaction. Among the variables examined, job satisfaction emerged as the most dominant predictor in reducing turnover intention, demonstrating the highest path coefficient. Furthermore, the mediation analysis confirms that burnout and job satisfaction function as significant emotional mechanisms that translate work–family conflict into turnover intention, with the mediating role of job satisfaction being substantially stronger than that of burnout. These findings imply that maintaining and enhancing job satisfaction is a critical talent retention strategy, particularly in mitigating the adverse effects of work–family conflict among married Gen Z employees in the banking industry.
The The Influence of Environmental Concern on the Intention to Pay Green Zakat: An Integration of the Theory of Planned Behavior Kemas Ammar Amany; Nur Afifah; Ilzar Daud; Heriyadi; Ahmadi
Journal of Educational Management Research Vol. 5 No. 3 (2026)
Publisher : Al-Qalam Institue

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61987/jemr.v5i3.2072

Abstract

Zakat has role strategic in distribution wealth and empowerment social, as well as potential support the development agenda sustainable development (SDGs) through draft green zakat. Although its potential big, realization zakat collection in Indonesia is still low. This study aims to analyze influence environmental concern to intention pay green zakat with integrate Theory of Planned Behavior (TPB) framework. Through approach quantitative PLS-SEM on 222 respondents, this study tested variables Subjective norm, attitude, and perceived behavioral control. Research results show that subjective norms, attitudes, and perceptions behavioral control influential positive and significant to intention pay green zakat. Meanwhile, environmental concerns No influential direct to intention, but rather through mediation full (full mediation) by variables attitude and perceived behavioral control. This finding confirms that concern ecological zakat payer new will transform become intention real If supported by attitude positive and perception convenience access technical. In conclusion, the success green zakat in Indonesia is not only depends on awareness environment society, but also on the ability institution in build literacy sustainability as well as provide infrastructure inclusive services to reduce obstacle behavior muzaki.
Co-Authors Adrian Bosrin Ahmad Shalahuddin Ahmad Shalahuddin Ahmadi Ana Fitriana Andry Novrianto Anwar Azazi Ariawan, Ariawan Azzis Abdul Munir Dody Pratama Marumpe Efa Irdhayanti Ekky Syahruddin Emba Fajar Kristanto Fauzan, Rizky Felisia Felisia Giriati Giriati Haliza Nabila Putri Hartanto Hartanto Heriyadi Hesty Rahmadani Kemas Ammar Amany Khristian Mazayatul Mufrihah B11212091 Morella Mulyadina Muhammad Sani Kurniawan Neta Yunita Nur Afifah Nurul Komari Ramadania Sri Kurniawati Sulistiowati Sulistiowati Sulistiowati Sulstiowati Syahbandi Syahbandi Titik Rosnani Yulyanti Fahruna Yupentus Bio Samuel