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All Journal Journal of Economic, Management, Accounting and Technology (JEMATech) eCo-Buss Ilomata International Journal of Management Journal of Educational Management Research PESHUM
Dody Pratama Marumpe
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.
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.
Pemanfaatan AI Job Tools Guna Memperkuat Kesiapan Kerja Generasi Z di Kota Pontianak Mel Liani; Nurul Komari; Yulyanti Fahruna; Titik Rosnani; Dody Pratama Marumpe
Journal of Economic, Management, Accounting and Technology (JEMATech) Vol 9 No 2 (2026): Agustus
Publisher : Fakultas Teknik dan Ilmu Komputer, Universitas Sains Al-Qur'an (UNSIQ) Wonosobo

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.32500/jematech.v9i2.12274

Abstract

Perkembangan teknologi dan transformasi digital menuntut generasi muda memiliki kesiapan kerja dan kemampuan adaptasi tinggi terhadap perubahan. Penelitian ini bertujuan untuk menganalisis manfaat AI Job Tools dalam menguatkan self-efficacy dan career planning pada kesiapan kerja generasi Z di Kota Pontianak. Pendekatan yang digunakan adalah kuantitatif dengan metode survei terhadap 246 responden generasi Z di Kota Pontianak menggunakan purposive sampling yang dikumpulkan melalui kuesioner daring menggunakan Google Form dengan skala Likert 1–5. Analisis data menggunakan Structural Equation Modeling (SEM) dengan bantuan perangkat lunak AMOS versi 22. Hasil penelitian menunjukkan bahwa self-efficacy dan career planning berpengaruh positif dan signifikan terhadap kesiapan kerja generasi Z. Semua hipotesis dalam penelitian ini didukung secara empiris, suatu hubungan dinyatakan signifikan apabila nilai t-tabel > 1,96 dan p-value < 0,05. Berdasarkan hasil pengujian tersebut, semua hubungan dalam model struktural menunjukkan pengaruh yang signifikan terhadap kesiapan kerja. Pemanfaatan AI Job Tools terbukti mampu memperkuat hubungan antara self-efficacy dan career planning dalam proses kesiapan kerja. Penelitian ini memberikan kontribusi dalam pengembangan kajian manajemen sumber daya manusia terkait kesiapan kerja di era transformasi digital, serta menjadi masukan bagi perguruan tinggi, pemerintah, dan Generasi Z dalam memanfaatkan teknologi AI untuk meningkatkan kesiapan memasuki dunia kerja.
Peran Job Burnout dalam Memediasi Hubungan Workload dan Work-Life Balance terhadap Turnover Intention Gen Z di Sektor Digital E-Commerce Diah Febriyani; M. Irfani Hendri; Dody Pratama Marumpe; Titik Rosnani; Arman Jaya
PESHUM : Jurnal Pendidikan, Sosial dan Humaniora Vol. 5 No. 5: Agustus 2026
Publisher : CV. Ulil Albab Corp

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56799/peshum.v5i5.18048

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh workload dan work-life balance terhadap turnover intention dengan job burnout sebagai variabel mediasi pada karyawan Generasi Z di sektor digital e-commerce di Indonesia. Penelitian ini menggunakan pendekatan kuantitatif dengan desain causal-comparative. Sampel penelitian terdiri dari 200 responden yang dipilih menggunakan teknik purposive sampling dengan kriteria Generasi Z yang bekerja di industri e-commerce minimal satu tahun. Pengumpulan data dilakukan melalui kuesioner daring menggunakan skala Likert 1–5, sedangkan analisis data menggunakan Structural Equation Modeling (SEM) berbantuan SmartPLS untuk menguji hubungan langsung dan tidak langsung antarvariabel.Hasil penelitian menunjukkan bahwa workload berpengaruh positif dan signifikan terhadap turnover intention dan job burnout. Selain itu, work-life balance juga berpengaruh signifikan terhadap turnover intention dan job burnout. Penelitian ini juga menemukan bahwa job burnout berpengaruh positif dan signifikan terhadap turnover intention. Lebih lanjut, job burnout terbukti memediasi pengaruh workload dan work-life balance terhadap turnover intention.Temuan ini menunjukkan bahwa tekanan kerja dan keseimbangan kehidupan kerja memengaruhi niat berpindah kerja tidak hanya secara langsung tetapi juga melalui kondisi psikologis berupa kelelahan kerja. Oleh karena itu, perusahaan di sektor digital e-commerce perlu mengelola beban kerja secara efektif, meningkatkan keseimbangan kehidupan kerja, serta mencegah terjadinya burnout guna menekan tingkat turnover intention karyawan Generasi Z.
Pengaruh Person-Job Fit dan Etos Kerja terhadap Kinerja Karyawan melalui Komitmen Organisasi sebagai Mediator Gita Rizky Ananda Putri; M. Irfani Hendri; Dody Pratama Marumpe; Titik Rosnani; Arman Jaya
PESHUM : Jurnal Pendidikan, Sosial dan Humaniora Vol. 5 No. 5: Agustus 2026
Publisher : CV. Ulil Albab Corp

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.56799/peshum.v5i5.18050

Abstract

Sumber Daya Manusia (SDM) merupakan elemen krusial yang menentukan keberhasilan organisasi dan dapat tercermin melalui kinerja karyawan. Pada PT XYZ masih mengalami inkonsistensi dalam mencapai target kerja setiap bulannya, yang menunjukkan belum optimalnya efektivitas kerja dan diindikasikan dipengaruhi oleh fenomena mismatch serta lemahnya etos kerja. Sehingga, studi ini bertujuan untuk menguji serta menganalisis pengaruh person-job fit dan etos kerja terhadap kinerja karyawan melalui komitmen organisasi sebagai mediator, mengaplikasikan pendekatan kuantitatif dengan tipe penelitian eksplanatori. Pengumpulan data melalui kuesioner skala Likert 1-5 yang dibagikan secara offline kepada seluruh 55 karyawan. Data dianalisis menggunakan PLS-SEM dengan SmartPLS 4.0. Hasil penelitian menunjukkan bahwa person-job fit tidak berpengaruh signifikan terhadap komitmen organisasi maupun kinerja karyawan. Etos kerja berpengaruh positif dan signifikan terhadap komitmen organisasi, tetapi tidak berpengaruh langsung terhadap kinerja karyawan. Serta, komitmen organisasi berpengaruh positif dan signifikan terhadap kinerja karyawan dan mampu memediasi pengaruh etos kerja terhadap kinerja karyawan, namun tidak memediasi pengaruh person-job fit. Secara praktis, penelitian ini menekankan pentingnya pengembangan etos kerja dan komitmen organisasi melalui keterlibatan, pemberian penghargaan, serta strategi manajemen SDM guna mendorong kinerja yang lebih produktif dan meningkatkan kapabilitas SDM yang kompetitif dan berdaya saing global.
Navigating Dual Realities: A Comparative Study of Work-Life Balance among Celebgram Students in Pontianak and Palangka Raya’s Digital Landscape Arman Jaya; Dody Pratama Marumpe; Nurlia Eka Damayanti
Ilomata International Journal of Management Vol. 6 No. 1 (2025): January 2025
Publisher : Yayasan Sinergi Kawula Muda

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61194/ijjm.v6i1.1473

Abstract

This study analyzes the work-life balance (WLB) of students who work as celebgams in Pontianak and Palangka Raya. Utilizing a qualitative method through in-depth interviews with seven informants, this research explores how celebgram students manage the balance between academic demands and their careers on social media and identify the challenges they face. The findings indicate significant differences in experiences between celebgam students in the two cities, particularly concerning commercial pressures and time flexibility. The main challenges identified include time management, social pressure, and follower expectations. This research provides important insights into the complexities students face in the digital age and its implications for educational policies and student well-being.
Impact of Working Conditions, Flexibility, and Compensation on the Performance of Indonesian Migrant Workers in Australia: Mediating Role of Job Satisfaction Albert Lianto; Ramadania; Dody Pratama Marumpe; Ilzar Daud; Hasanudin
Ilomata International Journal of Management Vol. 6 No. 1 (2025): January 2025
Publisher : Yayasan Sinergi Kawula Muda

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61194/ijjm.v6i1.1508

Abstract

International migration, particularly involving Indonesian migrant workers (TKI) in Australia, has become significant, with nearly 100,000 TKI recorded in 2022. This study investigates the factors influencing their migration decision, focusing on working conditions, work flexibility, and compensation. A total of 149 respondents of Indonesian migrant workers in Australia completed the questionnaires, collected using non-probability and snowball sampling techniques. It was analysed using Structural Equation Modeling (SEM) with SmartPLS 3 software. The outcome reveals that working conditions positively affect performance, confirming that a supportive work environment enhances productivity. In contrast, work flexibility negatively impacts performance, while compensation shows a positive but statistically insignificant effect. Job satisfaction emerges as a critical mediator, with satisfied employees performing better. The findings suggest companies should improve working conditions and compensation systems to enhance job satisfaction and performance. Additionally, the study provides insights for the Indonesian Government on the importance of labour policies that promote worker welfare, such as fair wages and improved conditions, potentially reducing reliance on international migration. Future studies should incorporate a wider array of variables and a more diverse group of respondents to enhance generalizability.
Evaluating SEVIMA Academic System Effectiveness in Managing Lecturer Performance Through the DeLone–McLean Information Success Model Dody Pratama Marumpe; Elga Yulindisti; Ziqri Muhamad Hafiidz; Naila Ayu Rahmasari; Emelia Yosefin
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.v7i2.2023

Abstract

Digital transformation has increased the demand for academic information systems that are accurate, user-friendly, and interoperable. At Universitas Tanjungpura, SEVIMA functions as a central reporting system for lecturer performance within a fragmented digital ecosystem that includes SISTER, Edlink, SKP, and SINTA. This fragmentation often leads to usability issues, unclear information, limited service responsiveness, and reduced work efficiency. This study aims to examine the effects of system quality, information quality, and service quality on system use, user satisfaction, and lecturer performance, as well as the mediating roles of system use and user satisfaction. A quantitative approach was employed by surveying 119 lecturers who actively use SEVIMA, with data analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results indicate moderate explanatory power, with R² values of 0.630 for user satisfaction, 0.582 for system use, and 0.618 for lecturer performance. All quality dimensions significantly influence system use and user satisfaction. User satisfaction exerts the strongest direct effect on lecturer performance, followed by system use. Mediation analysis confirms that both variables significantly mediate the relationship between quality dimensions and lecturer performance, with user satisfaction acting as the dominant mediator. These findings emphasize the importance of improving system integration, user-centered design, and institutional support to enhance lecturer performance and reduce digital fatigue in higher education information systems.
Co-Authors Adrian Bosrin Albert Lianto Ana Fitriana Arman Jaya Diah Febriyani Efa Irdhayanti Elga Yulindisti Emelia Yosefin Felisia Felisia Gita Rizky Ananda Putri Hasanudin Ilzar Daud M. Irfani Hendri Mazayatul Mufrihah B11212091 Mel Liani Naila Ayu Rahmasari Nurlia Eka Damayanti Nurul Komari Ramadania Titik Rosnani Yulyanti Fahruna Yupentus Bio Samuel Ziqri Muhamad Hafiidz