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p-Index From 2021 - 2026
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All Journal eCo-Buss Journal of Educational Management Research
Efa Irdhayanti
Universitas Tanjungpura
Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education 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.
Hybrid Work and Digital Leadership on Employee Performance through Work-Life Balance in Startups in Indonesia Yuli Maharani; Anwar Azazi; Efa Irdhayanti; Ilzar Daud; Ahmad Shalahuddin
Journal of Educational Management Research Vol. 5 No. 4 (2026)
Publisher : Al-Qalam Institue

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61987/jemr.v5i4.2576

Abstract

This study aims to examine the effect of hybrid work and digital leadership style on employee performance, with work-life balance as a mediating variable in technology startup environments. A quantitative explanatory design was applied to test the proposed relationships among variables. Data were collected through surveys of 200 employees working in hybrid-based technology startups across Java. The analysis used Partial Least Squares-Structural Equation Modeling (PLS-SEM) to evaluate both direct and indirect effects between constructs. The results indicate that hybrid work has no significant direct effect on employee performance, while digital leadership shows a significant positive effect on performance improvement. Both hybrid work and digital leadership significantly enhance work-life balance among employees. Furthermore, work-life balance positively influences employee performance and functions as a full mediator in the relationship between hybrid work and performance, and as a partial mediator between digital leadership and performance. These findings highlight the importance of balancing work arrangements and leadership practices to optimize employee outcomes in digital startup ecosystems.
Co-Authors Ahmad Shalahuddin Anwar Azazi Dody Pratama Marumpe Felisia Felisia Ilzar Daud Titik Rosnani Yuli Maharani