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All Journal Socio-Economic and Humanistic Aspects for Township and Industry Observasi: Jurnal Publikasi Ilmu Psikologi
Lubana Nataghain AlMuhdhar
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Religion Arts Humanities Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Industrial & Manufacturing Engineering Languange, Linguistic, Communication & Media Physics Social Sciences

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Employer Branding sebagai Strategi untuk Meningkatkan Intention to Apply di Kalangan Generasi Z Lubana Nataghain AlMuhdhar; Nida Hasanati
Observasi : Jurnal Publikasi Ilmu Psikologi Vol. 4 No. 1 (2026): February: Observasi: Jurnal Publikasi Ilmu Psikologi
Publisher : Asosiasi Riset Ilmu Kesehatan Indonesia

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.61132/observasi.v4i1.2003

Abstract

Competition in acquiring young talent is increasing, so employer branding strategies  are an important element for organizations in attracting the interest of generation Z. As digital natives, generation Z has different characteristics and expectations, including the need for career development, work-life balance, organizational reputation, and an inclusive work culture (Smith, 2022). In the midst of global competition and the increasingly dominant use of digital technology in the job search process, companies are required to build an authentic and relevant employer image in order to increase the attractiveness of their talents. Previous research has shown that employer branding has a significant effect on the interest in applying for jobs for generation Z, either directly or through mediating factors such as organizational reputation and person-organization fit (Backhaus & Tikoo, 2004; Jiang & Iles, 2024). Based on this phenomenon, this study aims to analyze the influence of employer branding on the interest in applying for jobs of Generation Z and examine the role of organizational reputation and person organization fit as a mediation variable. The study used a quantitative approach with a survey method of Generation Z respondents who were looking for a job, then analyzed using multiple regression and bootstrapping mediation test. The results of the study show that employer branding has a positive and significant effect on the interest in applying for jobs for generation Z, and this influence is stronger when the reputation of the organization and the person-organization fit plays the role of mediator. These findings affirm the importance for organizations to build a positive image, provide an inclusive work culture, and highlight the value match between companies and applicants in order to be able to compete in the fight for young talent in the digital era.
Stress Management to Reduce Mild Work Stress in Cafe Employees Lubana Nataghain AlMuhdhar; Djudiyah, Djudiyah
Socio-Economic and Humanistic Aspects for Township and Industry Vol. 3 No. 4 (2025): Socio-Economic and Humanistic Aspects for Township and Industry
Publisher : Tinta Emas Institute

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.59535/sehati.v3i4.618

Abstract

The cafe industry is part of a rapidly growing and competitive service sector, fueled by the rise of coffee consumption and social activities in various cities. Service-oriented work environments are characterized by high emotional demands, a fast-paced work pace, and pressure to ensure quality service, making work stress a critical issue in human resource management. Cafe employees, particularly baristas and waiters, are on the front lines of customer interaction and are therefore susceptible to mild work stress, which is often considered normal. However, persistent, poorly managed mild work stress can potentially develop into emotional exhaustion, decreased psychological well-being, and decreased performance. This study aims to examine the role of stress management in reducing mild work stress levels among cafe employees and its implications for psychological well-being and employee performance. This study is based on a review of empirical literature on work stress in the service sector and the effectiveness of stress management interventions in the workplace. Stress management is understood as a planned effort to identify sources of stress, modify work stress, and strengthen employees' coping abilities. The study results indicate that stress management interventions, such as coping skills training, relaxation techniques, and mindfulness approaches, are effective in reducing work stress and improving employee well-being. Organizational support through fair work arrangements and supportive leadership also strengthens the effectiveness of these interventions.
Co-Authors Djudiyah Djudiyah Nida Hasanati