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All Journal eCo-Buss JEMSI (Jurnal Ekonomi, Manajemen, dan Akuntansi) 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.
Work-Life-Balance and Digital Transformational Leadership Effects on Organizational Commitment Through Job Satisfaction for Hybrid Work Environment in Indonesia Alessandro Alessandro; Ramadhania Ramadhania; Efa Irdhayanti; Ahmad Shalahuddin; Pramana Saputra
JEMSI (Jurnal Ekonomi, Manajemen, dan Akuntansi) Vol. 12 No. 3 (2026): Juni 2026
Publisher : Lembaga Komunitas Informasi Teknologi Aceh (KITA), Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.35870/jemsi.v12i3.6694

Abstract

This research were made to analyze and examine the effects of Work-Life-Balance and Digital Transformational Leadership on Organizational Commitment through the mediating roles of Job Satisfaction for hybrid work in Indonesia. This research were using survey research were used for data collecting, quantitative apprroach for analythic approch, and associative causal research for explanatory research. Population in this research consist of all every potential and real worker within in Indonesia, particulary who are working hybrid with the sample size for this research is 132 respondents. Non probability sampling were used in this research and purposive sampling were used with the following criteria of who aged above 17 years old, Indonesian citizen, work within Indonesia, and who have work in hybrid environment after pandemic at least 6 months. This research highlight the crutial role of hypotheses, which the result shows that Work-Life-Balance and Digital Transformational Leadership both have significant positive effects on and Organizational Commitment through Job Satisfaction among Indonesian hybrid employees, indicating that better balance and leadership enhance its commitment mainly through enhanced satisfaction. Whereas the Job Satisfaction mediates Digital Transformational Leadership stronger than Work-Life-Balance. Practically, employees ought to manage clear work-life boundaries, while the companies formalize the flexible hybrid policies. At last, it is recommended to include diverse samples and variables in hybrid work settings.
Co-Authors Ahmad Shalahuddin Alessandro Alessandro Anwar Azazi Dody Pratama Marumpe Felisia Felisia Ilzar Daud Pramana Saputra Ramadhania Ramadhania Titik Rosnani Yuli Maharani