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Astari, Aulia Putri
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Pengaruh Peran Emotional Blackmail, Incentives And Reward, dan Job Satisfaction Terhadap Tingkat Turnover Intention Pada Karyawan Generasi Z di Era Digital Astari, Aulia Putri; Lestiani, Irne; Emilisa, Netania
Jurnal Ilmiah Wahana Pendidikan Vol 10 No 24.2 (2024): Jurnal Ilmiah Wahana Pendidikan 
Publisher : Peneliti.net

Show Abstract | Download Original | Original Source | Check in Google Scholar

Abstract

The role of generation Z in the digital work environment shows important significance in the company's success. Factors such as emotional blackmail, incentives and rewards, and job satisfaction are in the spotlight because they are related to the high turnover intention rate in generation Z. Surveys show that about 40% of generation Z and 24% of millennial employees plan to leave their jobs in the next two years. Emotional blackmail, which occurs when individuals use emotional pressure to achieve their goals, can affect the dynamics of the work environment. Generation Z tends to look for clear incentives and rewards, while job satisfaction is an important factor. This study aims to analyze the impact of emotional blackmail, incentives and rewards, and job satisfaction on the turnover intention rate in generation Z. The data analysis method involves descriptive statistics and Structural Equation Model (SEM) using SPSS and AMOS software. The results showed that emotional blackmail had a negative influence on job satisfaction, while incentives and rewards had a positive influence. Job satisfaction, in turn, has a negative influence on turnover intention. These findings provide important insights for human resource management in designing policies to maintain generation Z employee satisfaction and engagement. Managerial implications include the implementation of emotional management, optimization of incentives and rewards, and focus on job satisfaction. Although this research made an important contribution, limitations on the application and methods of the study need to be noted. Further research may involve follow-up studies, application of organizational policies, and inter-industry comparative studies to deepen understanding of these factors in a broader context.
The Pengaruh Peran Emotional Blackmail, Incentives and Reward, dan Job Satisfaction terhadap Tingkat Turnover Intention pada Karyawan Generasi Z di Era Digital Astari, Aulia Putri; Lestiani, Irne; Emilisa, Netania
Jurnal Ilmiah Wahana Pendidikan Vol 10 No 10 (2024): Jurnal Ilmiah Wahana Pendidikan
Publisher : Peneliti.net

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.11911432

Abstract

Peran generasi Z dalam lingkungan kerja digital menunjukkan arti penting dalam kesuksesan perusahaan. Faktor-faktor seperti pemerasan emosional, insentif dan penghargaan, serta kepuasan kerja menjadi sorotan karena terkait dengan tingginya tingkat turnover turnover pada generasi Z. Survei menunjukkan bahwa sekitar 40% generasi Z dan 24% karyawan milenial berencana untuk meninggalkan pekerjaannya. pekerjaan dalam dua tahun ke depan. Pemerasan emosional yang terjadi ketika individu menggunakan tekanan emosional untuk mencapai tujuannya dapat mempengaruhi dinamika lingkungan kerja. Generasi Z cenderung mencari insentif dan penghargaan yang jelas, sedangkan kepuasan kerja merupakan faktor penting. Penelitian ini bertujuan untuk menganalisis pengaruh pemerasan emosional, insentif dan penghargaan, serta kepuasan kerja terhadap tingkat turnover turnover pada generasi Z. Metode analisis data menggunakan statistik deskriptif dan Structural Equation Model (SEM) dengan menggunakan software SPSS dan AMOS. Hasil penelitian menunjukkan bahwa pemerasan emosional memberikan pengaruh negatif terhadap kepuasan kerja, sedangkan insentif dan penghargaan memberikan pengaruh positif. Kepuasan kerja, pada gilirannya, memiliki pengaruh negatif terhadap niat berpindah. Temuan ini memberikan wawasan penting bagi manajemen sumber daya manusia dalam merancang kebijakan untuk menjaga kepuasan dan keterlibatan karyawan generasi Z. Implikasi manajerial meliputi penerapan manajemen emosional, optimalisasi insentif dan penghargaan, serta fokus pada kepuasan kerja. Meskipun penelitian ini memberikan kontribusi penting, keterbatasan penerapan dan metode penelitian perlu diperhatikan. Penelitian lebih lanjut mungkin melibatkan studi lanjutan, penerapan kebijakan organisasi, dan studi perbandingan antar industri untuk memperdalam pemahaman tentang faktor-faktor ini dalam konteks yang lebih luas.
Pengaruh Peran Emotional Blackmail, Incentives And Reward, Dan Job Satisfaction Terhadap Tingkat Turnover Intention Pada Karyawan Generasi Z Di Era Digital Astari, Aulia Putri; Lestiani, Irne; Emilisa, Netania
Jurnal Ilmiah Wahana Pendidikan Vol 10 No 16 (2024): Jurnal Ilmiah Wahana Pendidikan 
Publisher : Peneliti.net

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.13761401

Abstract

The role of generation Z in the digital work environment shows important significance in the company's success. Factors such as emotional blackmail, incentives and rewards, and job satisfaction are in the spotlight because they are related to the high turnover intention rate in generation Z. Surveys show that about 40% of generation Z and 24% of millennial employees plan to leave their jobs in the next two years. Emotional blackmail, which occurs when individuals use emotional pressure to achieve their goals, can affect the dynamics of the work environment. Generation Z tends to look for clear incentives and rewards, while job satisfaction is an important factor. This study aims to analyze the impact of emotional blackmail, incentives and rewards, and job satisfaction on the turnover intention rate in generation Z. The data analysis method involves descriptive statistics and Structural Equation Model (SEM) using SPSS and AMOS software. The results showed that emotional blackmail had a negative influence on job satisfaction, while incentives and rewards had a positive influence. Job satisfaction, in turn, has a negative influence on turnover intention. These findings provide important insights for human resource management in designing policies to maintain generation Z employee satisfaction and engagement. Managerial implications include the implementation of emotional management, optimization of incentives and rewards, and focus on job satisfaction. Although this research made an important contribution, limitations on the application and methods of the study need to be noted. Further research may involve follow-up studies, application of organizational policies, and inter-industry comparative studies to deepen understanding of these factors in a broader context.
Co-Authors Lestiani, Irne Netania Emilisa