Article Sidebar

Submitted
February 21, 2024
Published
April 30, 2023
Download
PDF
Statistic
Read Counter : 19

Main Article Content

Abstract

The existence of the phenomenon of several work forces and based on several different generational theories makes it an interesting thing to study. This is based on the phenomenon that many companies currently have employees with different generations. The purpose of this study is to describe the level of performance and motivation between generations. This study uses two variables, namely performance and motivation. Performance variables use task, adaptive and contextual indicators while motivational variables are measured by intrinsic and extrinsic indicators. Collecting data using a questionnaire to 108 respondents who work at PT. HM Sampoerna Bengkulu. To see the relationship between the two variables, this study used the one-way ANOVA test. The results of the analysis on performance variables and work motivation between generations show a significant relationship, it is concluded that employee performance has a high value, meaning that performance increases, indicating good work results. Variable employee motivation between generations has a very high value. This means the high work motivation of employees then the performance is increasing. The performance of employees between generations has significant differences in generations X, Y and Z which shows that the higher the performance, the better the work will be. Employee motivation has been shown to have significant differences in intergenerational performance, indicating that differences in generational ability produce good performance in the presence of motivation.

Keywords

Work Force Generational Differences Performance and Work Motivation

Article Details

License

Copyright (c) 2024 Nurdianto Nurdianto, Fahrudin Js Pareke, Nasution Nasution

Creative Commons License

This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.

How to Cite
Nurdianto, N., Pareke, F. J., & Nasution, N. (2023). Perbedaan Generasi Pada Hubungan Kinerja Dan Motivasi Kerja Karyawan Di PT. HM Sampoernaarea Bengkulu. Student Journal of Business and Management, 6(1), 43–58. Retrieved from https://ejournal.unib.ac.id/sjbm/article/view/33190
Download Citation
Endnote/Zotero/Mendeley (RIS)
BibTeX

References

  1. Austin, J. T., & Villanova, P. (1992). The criterion problem: 1917–1992. Journal of Applied Psychology, 77(6), 836–874. https://doi.org/10.1037/0021-9010.77.6.836
  2. Bateman, T. S., & Organ, D. W. (1983). Job Satisfaction and the Good Soldier: The Relationship between Affect and Employee Citizenship. Academic and Management Journal, 26, 587-595. http://dx.doi.org/10.2307/255908
  3. Borman, W. C., & Brush, D. H. (1993). More progress toward a taxonomy of managerial performance requirements. Human Performance,Jounal Article 6(1),1-21.https://doi.org/10.1207/s15327043hup0601_1
  4. Brahmasari, Ida Ayu dan Agus Suprayetno. (2008). Pengaruh Motivasi Kerja, Kepemimpinan, dan Budaya Organisasi Terhadap Kepuasan Kerja Karyawan serta Dampaknya pada Kinerja Perusahaan (Studi kasus pada PT. Pei Hei International Wiratama Indonesia). Jurnal Manajemen dan Kewirausahaan. Vol. 10, September: 124-135.
  5. Diana, S, K, L, Tobing (2009). Pengaruh Komitmen Organisasional dan Kepuasan Kerja terhadap Kinerja Karyawan PT. Perkebunan Nusantara III di Sumatera Utara. Jurnal Manajemen dan Kewirausahaan, Vol II Nomor 1, Maret 2009: 31-37
  6. Kearns, J., Larson, E., & Venugopal, J. (2007). Understanding Generation Y In The Workplace; What Does It Take To HireAnd Retain The Talent Of The New Generation? Bryant University MBA Program
  7. Miller, D., Steier, L. and Le Breton-Miller, I. (2003) ‘Lost in time: intergenerational succession, change and failure in family business’, Journal of Business Venturing, Vol. 18, No. 4, pp.513–531.
  8. Mohani A, Hashanah I & Noor I Hj. Jaafar. (2010). Job Satisfaction Among Executives: Case of Japanese Electrical and Electronic Manufacturing Companies, Malaysia. The Journal of Global Business Management, Vol. 6(2), pp. 165-173
  9. Putra Y.S., Wibowo, M.A (2016). Pengaruh Motivasi dan Budaya Organisasi terhadap Kepuasan Kerja serta Implikasinya terhadap Kinerja Karyawan pada Rumah Sakit Umum (RSU) Salatiga. Jurnal Among Makarti. E-ISSN:2774-5163. ISSN:1979-7400. Vol 9 No 1
  10. Robbins, S. P. (2009). Organizational Behavior. Pearson Prentice Hall, India: New Delhi.
  11. Robbins, Stephen P. dan Timothy A. Judge. (2015). Perilaku Organisasi. Jakarta: Penerbit Salemba Empat..
  12. Saraswathi (2011). Pengembangan Sumber Daya Manusia. Bandung: Mandar Maju.
  13. Teguh W. (2009). 25 Model Analisis Statistik dengan SPSS 17.Elex Media Komputindo. Jakarta. ISBN. 978-979-27-4893-2
  14. Viswesvaran, C., Ones D.S (2000). Perspectives on Models of Job Performance. International Journal of Selection and Assessment. Volume 8 Number 4. Desember 2000
  15. Walters, Robert (2016), Generation Gaps? Mythbusting Assumptions About Age inthe Workplace, Whitepaper,https://www.robertwalters.com.au /content /dam/robertwalters/country/australia/files/whitepapers/Generation%20gaps%20whitepaper.pdf
  16. Zhou, T., Lu, Y., & Wang, B. (2010). Integrating TTF and UTAUT to explain mobile banking user adoption. Computers in Human Behavior 26 , 760– 767.