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Research Journal of Business and Management, 4(1), 52-62.įisher, G.G., Bulger, C.A., & Smith C.S., (2009). A Study on The Differences of Entrepreneurship Potential Among Generations. 25th Annual Australian And New Zealand Academy of Management Conference:The Future of Work and Organisations,11-16.Įnsari, M. Generation Y Talk About Work Life Balance: Not So Different After All?. Public Administration Research, 3(2), 61-75.Ĭramer, L., Parris, M., & Saville, K.
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Leveraging Generational Differences to Reduce Knowledge Transfer and Retention Issues in Public Administration. Economic and Social Research Council.īurch, R. Work Life Balance, Management Practices and Productivity. Medan: USU Press.īloom, N., Kretschmer, T., & Reenen, J. Analisis Data Untuk Riset Manajem dan Bisnis. Analisis Pengaruh Ekspektasi Kerja Generasi X dan Generasi Y Terhadap Efektivitas Strategi Rekrutmen di PT. Universitas Mercu Buana : Jakarta.įawazi, A. Bank Central Asia Cabang Relasi Indah Jakarta. Pengaruh Work life balance dan Stres Kerja terhadap Kinerja Karyawan pada PT. Menajer Hanif: Produktivitas Tenaga Kerja Indonesia Terus Meningkat. Jakarta : Badan Pusat Statistik.īadan Pusat Statistik. Produktivitas Pekerja Tumbuh 3.1% Per Tahun. Indonesia 2020: The Urban Middle-Class Millennials. Next research must pay attention to the measurement of employee performance with different methods, namely real measurement derived from company.Īli, H & Purwandi, L. From the four dimensions of work life balance measurement, it was also founded that the variable that most influence generation X was PLEW and the variable that most influence generation Y was WEPL. The partial test showed that WIPL has a insignificant effect on the performance of X and Y generation, PLIW has a negative and significant effect, WEPL and PLEW has a positive and significant effect. SPSS 23 was used for statistical analysis including regression. The sample consist of 192 employee generation X and 192 employee generation Y. This research was analyzing questionnaire’s result of 384 employees’ in Jakarta using quota sampling technique. The dimensions of work life balance in this study was divided into four dimensions, personal life interference (PLIW), work interference personal life (WIPL), work enhancement personal life (WEPL) and personal life enhancement work (PLEW). The purpose of this research is to understanding the impact or work life balance on employee performance with the existence of X and Y in Jakarta. Work Life Balance, PLIW, WIPL, PLEW, WEPL, Employee Performance, Generation X and Y Abstract