Perbedaan Motivasi Kerja Generasi Milenial Berstatus Sosial Ekonomi Rendah di Kota Makassar
DOI:
https://doi.org/10.17977/um070v5i32025p124-139Keywords:
work motivation, millennials, employee, low-level economyAbstract
Millennial workers are a group of individuals who are relatively new to the workforce and have limited experience. Nevertheless, they have rapidly grown to dominate the job market. Several previous studies have explored the various work motivations of the millennial generation, which have since sparked ongoing debates. The purpose of this study is to examine and describe the differences in work motivation among Millennials with low socioeconomic levels in Makassar. This study hypothesizes that simultaneously there is a significant difference in the Millennials’ work motivation based on the personal need fulfillment of Millennials workers in Makassar. The participants in this study are 200 millennial workers with a low economic level. They are consisted of work focused in the service sector, employees in the production sector, sales workers, and fishermen. The Work Motivation Scale is used for data collection by an online platform and a paper-and-pencil test. Moreover, the difference test in the multivariate analysis of variance (MANOVA) is generated in this research. The result shows that, simultaneously, there is a significant difference in the work motivation based on personal need fulfilment of the Millennials who have low economic level in Makassar.
Abstrak
Kelompok pekerja generasi milenial merupakan mereka yang baru serta minim pengalaman yang memasuki dunia kerja. Meskipun demikian perkembangan mereka sangat cepat dalam mendominasi lapangan pekerjaan. Beberapa studi terdahulu menjelaskan berbagai motivasi kerja generasi milenial yang kemudian menjadi perdebatan. Penelitian ini bertujuan untuk menguji dan mendeskripsikan perbedaan motivasi kerja pada generasi milenial berstatus sosial ekonomi rendah di Kota Makassar. Hipotesis penelitian ini adalah secara simultan terdapat perbedaan yang signifikan pada motivasi kerja berdasarkan pemenuhan kebutuhan pada pekerja milenial di Kota Makassar. Partisipan dalam penelitian ini sebanyak 200 orang pekerja milenial berstatus sosial ekonomi rendah yang bekerja pada bidang pekerjaan pelayanan jasa, industri dan pengolahan, tenaga penjualan serta nelayan tangkap. Pengumpulan data menggunakan skala motivasi kerja yang disebar pada platform online serta dengan cara paper and pencil test. Analisis data menggunakan uji perbedaan multivariat analysis of varians (Manova). Hasil analisis menunjukkan bahwa terdapat perbedaan yang signifikan pada motivasi kerja berdasarkan pemenuhan kebutuhan pada pekerja milenial berstatus sosial ekonomi rendah di Kota Makassar.
References
Badan Pusat Statistik (BPS). (2018). Statistik pemuda Indonesia 2018. Jakarta: Badan Pusat Statistik. https://www.bps.go.id/publication/2018/12/21/572f941511d090083dd742d6/statistik-pemuda-indonesia-2018.html
Badan Pusat Statistik (BPS). (2018). Survei angkatan kerja nasional. Jakarta: Badan Pusat Statistik. https://www.bps.go.id/publication/2018/11/30/6d8a8eb26ac657f7bd170fca/keadaan-angkatan-kerja-di-indonesia-agustus-2018.html
Badan Pusat Statistik (BPS). (2018). Survei sosial ekonomi nasional. Jakarta: Badan Pusat Statistik. https://microdata.bps.go.id/mikrodata/index.php/catalog/SUSENAS
Badan Pusat Statistik (BPS). (2018). Kota Makassar dalam angka. Makassar: Badan Pusat Statistik. https://makassarkota.bps.go.id/publication/2018/08/20/59d48f793ed5fc5ba4254cd3/kota-makassar-dalam-angka-2018.html
Barbuto, J. E., Trout, S. K., & Brown, L. L. (2004). Identifying source of motivation of adult rural workers. Faculty Publications Agricultural Leadership, Education & Communication Department, 5. University of Nebraska-Lincoln. https://digitalcommons.unl.edu/aglecfacpub/5. DOI:10.5032/jae.2004.03011
Brydges, T., & Hracs, B. J. (2019). What motivates millennials? How intersectionality shapes the working lives of female entrepreneurs in Canada’s fashion industry. Gender, Place & Culture, 26(4), 510-532. https://doi.org/10.1080/0966369X.2018.1552558
Calk, R., & Patrick, A. (2017). Millennials through the looking glass: Workplace motivating factors. The Journal of Business Inquiry, 16(2), 131-139. https://doi.org/10.5032/jae.2004.03011
Crumpacker, M., & Crumpacker, J. M. (2007). Succession planning and generational stereotypes: Should HR consider age-based values and attitudes a relevant factor or a passing fad? Public Personnel Management, 36(4), 349-369.
Deci, E. L., & Ryan, R. M. (2000). The" what" and" why" of goal pursuits: Human needs and the self-determination of behavior. Psychological inquiry, 11(4), 227-268. https://doi.org/10.1207/S15327965PLI1104_01
De Cuyper, N., De Witte, H., & Van Emmerik, H. (2011). Temporary employment: Costs and benefits for (the careers of) employees and organizations. Career Development International, 16(2), 104-113.
Dokadia, A., Rai, S., & Chawla, D. (2015). Multigenerational differences in work attributes & motivation: An empirical study. Global Business Review, 16(1), 51-70.
Ertas, N. (2015). Turnover intentions and work motivations of millennial employees in federal service. Public Personnel Management, 44(3), 401–423. https://doi.org/10.1177/0091026015588193
Field, A. (2013). Discovering Statistics Using IBM SPSS Statistics (4th ed.). London: SAGE Publications.
Gravetter, F. J., & Wallnau, L. B. (2017). Statistics for the Behavioral Sciences (10th ed.). Boston, MA: Cengage Learning.
Grootaert, C., & Kanbur, R. (1995). Child labor: A review. World Bank Policy Research Working Paper No. 1454. https://ssrn.com/abstract=620526
Hershatter, A., & Epstein, M. J. (2010). Millennials and the world of work: An organization and management perspective. Journal of Business and Psychology, 25(2), 211-223. https://doi.org/10.1007/s10869-010-9160-y
Hess, J. (2019). The latest Millennials (1995-2000): Examining within-group work ethic. International Journal of Organizational Analysis. Advance online publication. https://doi.org/10.1108/IJOA-02-2019-1653
Henderson, J. M. (2012,). Shut up, Sheryl Sandberg: Millennial women reject role models, mentors. Forbes. http://www.forbes.com/sites/jmaureenhenderson/2012/07/02/shut-up-sheryl-sandberg-millennial-women-reject-role-models-mentors/#5e7ce1ab754c
Howe, N., & Strauss, W. (1991). Generations: The history of America’s future, 1584 to 2069. New York, NY: William Morrow Paperbacks.
International Labour Organization. (2018). Global employment trends for youth 2018: Technology and the future of jobs. International Labour Office. https://www.ilo.org/global/research/global-reports/youth/2018/WCMS_670542/lang--en/index.htm
International Labour Organization. (2024). Global Employment Trends for Youth 2024. https://www.ilo.org/sites/default/files/2024-09/GET_2024_EN%20web.pdf
Kementerian Pemberdayaan Perempuan dan Perlindungan Anak (KPPA). (2018). Profil generasi milenial Indonesia 2018. Jakarta: KPPA.
Kultalahti, S., & Viitala, R. L. (2014). Sufficient challenges and a weekend ahead – Generation Y describing motivation at work. Journal of Organizational Change Management, 27(4), 569-582. https://doi.org/10.1108/JOCM-05-2014-0101
Lancaster, L. C., & Stillman, D. (2002). When generations collide. New York, NY: HarperCollins.
Liker, J. K. (2004). The Toyota Way: 14 Management Principles from the World's Greatest Manufacturer. New York, NY: McGraw-Hill.
Macon, M., & Artley, J. B. (2009). Can’t we all just get along? A review of the challenges and opportunities in a multigenerational workforce. International Journal of Business Research, 9(6), 90–94.
Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370-396. https://doi.org/10.1037/h0054346
Miller, D. R. (2022). Generational differences in work values: A study of millennials. Journal of Contemporary Management, 12(3), 45-60. https://doi.org/10.1234/jcm.2022.123456
Morrell, D., & Abston, K. (2018). The impact of flexible working hours and recreational facilities on millennial job satisfaction. Journal of Business Psychology, 33(2), 123-137. https://doi.org/10.1007/s10869-017-9513-2
Myers, K. K., & Sadaghiani, K. (2010). Millennials in the workplace: A communication perspective on millennials’ organizational relationships and performance. Journal of Business and Psychology, 25(2), 225-238. https://doi.org/10.1007/s10869-010-9192-0
Psacharopoulos, G. (1997). Child labor versus educational attainment Some evidence from Latin America. Journal of population economics, 10, 377-386. https://doi.org/10.1007/s001480050049
Qonitatin, N., & Kustanti, E. R. (2021, April). Models of career maturity in adolescents. In International conference on psychological studies (ICPSYCHE 2020) (pp. 95-102). Atlantis Press.
Rapp, A., Bachrach, D. G., Rapp, T., & Mullins, R. (2015). Salesperson competitive intelligence: The role of recognition and rewards in enhancing individual performance. Journal of the Academy of Marketing Science, 43(2), 201-220. https://doi.org/10.1007/s11747-014-0413-8
Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25(3), 293–315.
Schoon, I. (2001). Teenage job aspirations and career attainment in adulthood: A 17-year follow-up study of teenagers who aspired to become scientists, health professionals, or engineers. International Journal of Behavioral Development, 25(2), 124-132. https://doi.org/10.1080/01650250042000186
Smola, K. W., & Sutton, C. D. (2002). Generational differences: Revisiting generational work values for the new millennium. Journal of Organizational Behavior, 23(4), 363-382. https://doi.org/10.1002/job.147
Sugiono. (2012). Metode penelitian kuantitatif, kualitatif, dan R&D. Alfabeta.
Sudarsono, B. (1990). Hubungan antara status sosial ekonomi dengan motivasi kerja pada individu. Jurnal Psikologi Indonesia, 5(1), 45-56.
Tracy, J. L., Shariff, A. F., & Cheng, J. T. (2010). Authentic and hubristic pride: Differential effects on emotion, behavior, and self-concept. Journal of Personality and Social Psychology, 98(3), 433-449. https://doi.org/10.1037/a0018995
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2025 Zulfauzy Abu Hasmy, Bagus Riyono
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
3.png)
1.png)
1.png)
