Model Penurunan Turnover Intention dan Job Burnout melalui Mutmainnah Adaptive Capability untuk Pekerja Millenial

Agustiya Fatriya, R. Hidayati
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Abstract

The purpose of this study was to test the model for reducing turnover intention and job burnout through workplace incivility and mutational adaptive capability for millennial workers. In the digital era where the millennial generation who is currently dominant or dominates the share of the labor market, it turns out that they are vulnerable to burnout. This study uses quantitative methods with primary data obtained from questionnaires. The sample selection will use a non-probability sampling method, which is a sampling technique in which not all of the population can be sampled. The criteria that enter include the millennial generation with the age of 20-40 years. Data were collected from130 respondents of employees of manufacturing companies in Demak. Data analysis used Partial Least Square (PLS) method with SmartPLS. The results showed that workplace Incivility had a positive and significant effect on Job Burnout, Muthmainnah Adaptive Capability had a positive and significant effect on Job Burnout, Workplace Incivility and JobBurnout had a positive and significant effect on turnover intention and Muthmainnah Adaptive Capability had a positive and significant effect on turnover intention. So, workplace incivility and mutual adaptive capability play a role in reducing job burnout and turnover intention.
本研究旨在检验千禧一代员工职场不文明行为和突变适应能力对降低离职倾向和工作倦怠的影响模型。事实证明,在目前主导或主导劳动力市场的千禧一代的数字时代,他们很容易出现倦怠。本研究采用定量方法,主要数据来源于问卷调查。样本选择将使用非概率抽样方法,这是一种抽样技术,其中不是所有的人口都可以抽样。进入的标准包括20-40岁的千禧一代。数据收集自丹麦制造企业的130名员工。数据分析采用偏最小二乘法(PLS)和SmartPLS。结果表明,工作场所不文明行为对工作倦怠有正向显著影响,工作场所不文明行为和工作倦怠对离职倾向有正向显著影响,工作场所不文明行为和工作倦怠对离职倾向有正向显著影响,工作场所不文明行为和工作倦怠对离职倾向有正向显著影响。因此,工作场所不文明行为和相互适应能力对降低工作倦怠和离职倾向有一定的作用。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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