Pengaruh Human Resource Development Dan Follower-Leader Goal Congruence Terhadap Organizational Commitment Pada Pekerja Generasi Z

Nur Anuwar; Marsha Anindita; Asmadhini Handayani Rahmah

doi:10.59086/jam.v4i2.868

Authors

Nur Anuwar Universitas Muhammadiyah Kalimantan Timur
Marsha Anindita Universitas Muhammadiyah Kalimantan Timur
Asmadhini Handayani Rahmah Universitas Muhammadiyah Kalimantan Timur

DOI:

https://doi.org/10.59086/jam.v4i2.868

Keywords:

Human Resource Development, Follower-Leader Goal Congruence, Organizational Commitment, Generasi Z, Kota Samarinda

Abstract

Penelitian ini bertujuan untuk menganalisis pengaruh Human Resource Development (HRD) dan Follower-Leader Goal Congruence (FLGC) terhadap Organizational Commitment (OC) pada pekerja Generasi Z di Kota Samarinda. Penelitian ini menggunakan pendekatan kuantitatif dengan metode survei terhadap 111 responden yang dipilih melalui purposive sampling. Pengumpulan data dilakukan dengan kuesioner skala Likert enam poin dan dianalisis menggunakan regresi linear berganda. Hasil penelitian menunjukkan bahwa HRD dan FLGC secara positif dan signifikan memengaruhi OC. Temuan ini memberikan kontribusi teoritis dalam bidang manajemen SDM serta implikasi praktis dalam pengelolaan generasi muda di lingkungan kerja.

This study aims to analyze the influence of Human Resource Development (HRD) and Follower-Leader Goal Congruence (FLGC) on Organizational Commitment (OC) among Generation Z workers in Samarinda City. Using a quantitative approach with survey method, data were collected from 111 respondents selected by purposive sampling. The data were collected through a six-point Likert scale questionnaire and analyzed using multiple linear regression. The results indicate that HRD and FLGC have a positive and significant effect on OC. These findings provide theoretical contributions in human resource management and practical implications for managing young workers in the workplace

Downloads

Download data is not yet available.

References

Adenuddin Alwy, M. (2022). HUMAN RESOURCE MANAGEMENT IN THE DIGITAL ERA THROUGH THE LENS OF A HUMAN RESOURCE MANAGER GENERATION NEXT. SIBATIK JOURNAL: Development Career Generation Z In Human Resource Management Perspective In The Digital Era

Adwi, A., Pratama, M. F., Mulyadi, D. Z., Paluala, K., & Efendi, K. (2023). Pelatihan Keterampilan Soft Skills Dan Kepemimpinan Untuk Peningkatan Produktivitas Kerja Umkm Di Kota Kendari. Community Development Journal: Jurnal Pengabdian Masyarakat, 4(6), 13756–13762.

Amelia, F. Rakibah, S, silva Ananda, P., & Rozi, F. (2023). Pelatihan dan Pengembangan Kompetensi Sumber Daya Mamasia Dalam Era Digital Journal of Management Science and Bussines Review, 1(4), 72-80. An International Journal, Vol. 43 No. 6, pp. 931-943.

Ananditha, K., Putri, D., Emilisa, N., & Chairunisah, N. (2023). Pengaruh Human Resource Development, Follower-Leader Goal Congruence, Work Life Balance, Dan Job Security Terhadap Organizational Commitment Pada Pns. Jurnal Ilmiah Wahana Pendidikan, 9(18), 396–416. https://doi.org/10.5281/zenodo.8313966

Badan Pusat Statistik. (2024). Penduduk(Perkotaan)Berumur 15 Tahun ke Atas yang Bekerja menurut Kelompok Umur, 2022-2023

Benu, Y. SLP, Puri, 5. M. S. 5. Hartanto, C. F. B. Marginingsih, R., Supriyanto, A& Maharani, I.A.K. (2020) Human Resource Management (HRM) In Industry 5.0 Zahir Publishing (Vol. 10, No. 1, 48-54.)

Bouckenooghe, D., Zafar, A. and Raja, U. (2015), “How ethical leadership shapes employees’ job performance: the mediating roles of goal congruence and psychological capital”, Journal of Business Ethics, Vol. 129 No. 2, pp. 251-264.

Choi, S.B., Tran, T.B.H. and Park, B.I. (2015), “Inclusive leadership and work engagement: mediating Development, Follower-Leader Goal Congruence, Work Life Balance, Dan Job Security Terhadap

Handoko, T.H. (2016). Manajemen Personalia dan Sumber Daya Manusia. BPFE Yogyakarta.

Hidayat, R. (2022). Pengaruh Pengembangan Karir, Kompensasi, dan Motivasi Kerja Terhadap Kinerja Karyawan di PT. Bank Rakyat Indonesia (Persero) KCP Jember. Jurnal Jurnal Administrasi Bisnis Universitas Muhammadiyah Jember, 11(2), 111-120.

https://samarindakota.bps.go.id/id/statisticstable/2/NzAzIzI=/penduduk--perkotaan--berumur-15-tahun-ke-atas-yang-bekerja-menurutkelompok-umur.html

Kumar, K.K., Mishra, S.K., & Budhwar, P. (2021). Employee turnover in India: insights from the public–private debate in Allen, D.G. and Vardaman, J.M. (Eds), Global Talent Retention: Understanding Employee Turnover Around the World, Emerald Publishing, Bingley, pp. 213-238.

Lee, C. C., Roback, T., Lim, H. S., Aravamudhan, V., & Ruane, S. (2021). Factors impacting work engagement of gen Z employees: a regression analysis. Journal of Leadership, Accountability and Ethics, 18(3), 147-160.

Manresa, A., Bikfalvi, A., & Simon, A. (2019). The impact of training and development practices on innovation and financial performance. Industrial and Commercial Training, 51(7–8), 421– 444.

Meyer, John P.; Paunonen, Sampo V.; Gellatly, Ian R.; Goffin, Richard D.; Jackson, Douglas N. (2015). Organizational commitment and job performance: It’s the nature of the commitment that counts. Journal of Applied Psychology, Vol 74(1), Feb 1989,152-156. http://dx.doi.org/10.1037/0021-9010.74.1.152

Mustomi, D., & Reptiningsih, E. (2020). Gaya Kepemimpinan Dalam Perspektif Generasi Millenial. JIMEA | Jurnal Ilmiah MEA (Manajemen, Ekonomi, Dan Akuntansi), 4(1), 189-199. https://doi.org/https://doi.org/10.31955/mea vol4.iss1.pp189-199

Neo, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human Resource Management: Gaining a Competitive Advantage. McGraw-Hill Education. Jurnal Pengabdian Kepada Masyarakat , 91-104

Patricia F. Hemingway. (2021). The New Workforce: Gen Z at Work. JURNAL MANAJEMEN USNI,(Vol. 10, No. 1, 48-54.)

Randel, A.E., Galvin, B.M., Shore, L.M., Ehrhart, K.H., Chung, B.G., Dean, M.A. and Kedharnath, U. (2018), “Inclusive leadership: realizing positive outcomes through belongingness and being valued for uniqueness”, Human Resource Management Review, Vol. 28 No. 2, pp. 190-203.

Rawashdeh, A. M., Elayan, M. B., Shamout, M. D., & Hamouche, S. (2022). Human resource development and turnover intention: organizational commitment’s role as a mediating variable. European Journal of Management and Business Economics, 31(4), 469-484. https://doi.org/10.1108/EJMBE-12-2021-0343 roles of affective organizational commitment and creativity”, Social Behavior and Personality:

Sakitri, G. (2021). Selamat datang gen Z, sang penggerak inovasi! Journal Forum Manajemen.https://journal.prasetiyamulya.ac.id/journal/index.php/fm/article/view/596

Seemiller, C., & Grace, M. (2019). Generation Z: A century in the making. Routledge. Journal Leading Gen Z: A Study on Preferred Leadership Styles For A New Generation, 291

Setyawan, S. (2020). Strategi Meningkatkan Keterlibatan Karyawan. Bandung: Alfabeta.

Sunjoyo. (2019). Exceptional Leader-Managers. Striving For Excellence. CV Budiman Utama. Jurnal Manajemen, 140.

Twenge, J. M. (2017). iGen: Why Today’s Super-Connected Kids Are Growing Up Less Rebellious, More Tolerant, Less Happy--and Completely Unprepared for Adulthood--and What That Means for the rest of Us.Atria Books https://books.google.co.id/books?id=HiKaDQAAQBAJ Journal Ekonomi Manajemen Sistem Informasi, (1836)