Terengganu International Business and Economics Conference

Terengganu International Business and Economics Conference 2021 (TiBÉC VII)

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Terengganu International Business and Economics Conference 2021

E-PROCEEDINGS

TERENGGANU INTERNATIONAL BUSINESS AND ECONOMICS CONFERENCE 2021 (TiBÉC VII)

Universiti Teknologi MARA Cawangan Terengganu

Malaysia

Published by:

Universiti Teknologi MARA Cawangan Terengganu Malaysia


TeMIC 2021: Terengganu International Business and Economic Conference (TiBÉC VII) Published by Universiti Teknologi MARA Cawangan Terengganu Phone : +609-8400 400 (GL) Website : TeMIC 2021 (wixsite.com) TeMIC Chairperson Assoc. Prof. Ts. Dr. Sarifah Fauziah Syed Draman Conference Chair Dr. Hj. Zainuddin Zakaria Chief Editor Nurmuslimah Kamilah Abdullah Editors Nur Azwani Mohamad Azmin Dr. Zuriyati Ahmad Siti Fatimah Mardiah Hamzah Sholehah Abdullah Salwani Affandi Dr Mohamad Shukri Johari Dr Ahmad Suffian Mohd Zahari Assoc. Prof. Dr. Baharom Ab Rahman

Design Abdul Rani Jusoh Disclaimer The views, opinions, ideas, recommendations, and suggestions expressed by the contributors and authors are entirely their own and do not necessarily reflect the views of the editors, the faculty or the university. The editors and organising committee are not responsible and liable for the content of the papers in these proceedings.

Copyright © 2021 Universiti Teknologi MARA Cawangan Terengganu, Sura Hujung, 23000 Dungun Terengganu MALAYSIA All right reserved. No Part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording or otherwise without permission of the copyright holder.

https://temicuitm.wixsite.com/temic2020


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Table of Content

TABLE OF CONTENT ............................................................................ i

TRACK 1: ACCOUNTING & ECONOMICS ........................................... 1

ID17 Fertility and Financial Development in Developed and Developing Countries 1*Asma’ Rashidah Idris, 2Muzafar Shah Habibullah, 3Jaharudin Padli, .......................... 1

ID25 The Relationship between Human Capital Investment and Economic Growth in Selected ASEAN Countries 1Sharmila Thinagar, 2*Mohd Khairi Ismail, 3Low Ai Vy, Aainaa 3Amirah Haron ........... 17

ID36 A Conceptual Paper on the Determinants of Economic Growth during Pandemic 1*Nur Azwani Mohamad Azmin, 1Muhamad Nur Aiman Mohd Noor, 2Rosmaiza Abd Ghani, 1Nik Noor Afizah Azlan ................................................................................... 27

ID45 Quality of Life in The East Coast Region of Malaysia: A Preliminary Study of Fishermen at Kuala Dungun, Terengganu *1Ahmad Suffian Mohd Zahari, 1Baharom Abdul Rahman, 1Zuriyati Ahmad, 1Nik Noor Afizah Azlan, 1Wan Maziah Wan Ab Razak, 2Ramli Ibrahim Tinik ..................... 36

ID53 The Role of E-Readiness and Dynamic Capability: Evidence from SMEs in Indonesia Vellinda Fitriyana Syafia, Maya Indriastuti .................................................................. 45

ID57 Financial Literacy for MSMEs’ Sustainability in Semarang with Digital Transformation as Intervening Variable Jihan Athaya Salsabila, Winarsih ............................................................................... 52

ID84 Public Debt, Budget Deficit and Malaysia’s Economic Performance: An Assessment using the Long Run Equilibrium Approach *Zuriyati Ahmad, Ahmad Syakir Ammar Ahmad O’llia, Rosman Mahmood ................. 65

TRACK 2: ENTREPRENEURSHIP ......................................................72

ID11 The Importance of Infoprenuership Training for Information Science Students in Higher Learning Institutions *Nurussobah Hussin, Uzma Liyana Abdul Rahman ................................................... 72

ID13 SME’s Performance in East Coast Malaysia: Antecedents of Customer Orientation and Marketing Innovation 1*Najdah Abd Aziz, 2Rusnah Ismail, 3MA. Irfan Rahmana, 3Mulyana .......................... 78

ID14 Entrepreneurship as a Career Choice: Intention towards Entrepreneurship among University Students 1*Noorul Huda Zakaria, 2Noor Erni Fazlina Mohd Akhir, 3Norhamimah Rani ............... 89

ID18 Effectiveness of Entrepreneurship Learning Approaches: A Comparative Study *Norchahaya Johar, Nazlin Emiza Ngah, Marha Abdol Ghapar, Norlaila Ibrahim, Azlina Shamsudin, Rusnah Ismail ............................................................................ 100


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ID26 The Level of Public Responses towards Social Enterprise through Social Media Sites (SNSs) 1*Nik Fakrulhazri Nik Hassan, 1Noorazlina Ahmad, 2Abd Razak Abu Kassim, 3Nur Raihana Mohd Sallem, 4Muhammad Abi Sofian Abdul Halim ................................... 106

ID35 Students’ Awareness on Self-Employment – A Case Study in UiTM Cawangan Terengganu *Kartini Mat Rashid, Azlina Shamsudin, Nasiha Abdullah, Norchahaya Johar, Zuraini Jusoh ........................................................................................................... 111

ID40 A Theoretical Framework to Explain The Impact Of Personal Factors On Entrepreneur Resilience 1*Dalili Izni Binti Shafie, 2Salmi Mohd Isa .................................................................. 120

ID88 The Relationship between Elements of Online Business Platform and Business Growth Among Entrepreneurs Society in Terengganu *Khalid Amin Mat, Siti Rapidah Omar Ali, Nur Shafini Mohd Said, Nasiha Abdullah, Muhammad Hafiz Husain ......................................................................................... 131

ID92 The Significance of Marketing Management Capabilities for New Business Model Transformations on SMEs Business Performance during COVID-19 Pandemic: Do Geographical Marketing Segmentation Indicator Differs? 1Haslenna Hamdan, 1*Zalinawati Abdullah, 1Wan Maziah Wan Ab Razak, 1Nurul Ulfa Abdul Aziz, 2Ken Sudarti ................................................................................... 140

TRACK 3: FINANCIAL MANAGEMENT & ISLAMIC BANKING ........ 154

ID22 Internal Factors Affecting the Profitability of General-Insurance Companies in Malaysia 1Muhamad Hafiz Aizat Hassan, 1Wan Anisabanum Salleh, 2Jaafar Pyeman, 1Suhaily Maizan Abdul Manaf .................................................................................. 154

ID38 A comparison of performance between the Shariah and the Non Shariah Compliance listed food and beverages firms Malaysia Nur Izzatie Zainuddin, *Salwani Affandi, Fathiyah Ismail .......................................... 164

ID59 New Market Segment of Retail Investors in the Malaysian Stock Market: The Characteristics of Millennial Investors 1*Maily Patrick, 2Noryati Ahmad, 2Amirul Afif Muhamat, 1Imbarine Bujang ................ 175

ID62 The Effect of Good Corporate Governance and Company Size on Tax Avoidance: Empirical Evidence from Sharia Banks in Indonesia Pravita Wahyu Sayekti, Sri Sulistyowati ................................................................... 186

ID76 The Influence of Investment Knowledge, Return, and Risk on Students Interest in Investing in the Capital Market (Research on Student of Faculty Economics and Business, University of Sumatera Utara) *Wesley Agustin Siahaan, Beby Kendida Hasibuan, Syahyunan, Isfenti Sadalia ..... 200

ID82 The Effect of Size, Board of Commissioners, Public Ownership and Leverage on Enterprise Risk Management Disclosures in Banking Companies Listed in Indonesia Stock Exchange *Nurul Fathiya Rhiza, Beby Kendida Hasibuan, Khaira Amalia Fachruddin, Lisa Marlina ..................................................................................................................... 211


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ID86 A Review on Technical Efficiency in Malaysian Telecommunications Industry 1*Suhaily Maizan Abdul Manaf, 1Wan Anisabanum Salleh, 2Zetty Zahureen Mohd Yusoff ...................................................................................................................... 223

ID89 The Acquaintance of Statutory Reserve Requirement and Dividend Payout Ratio Che Wan Khalidawaty Khalid, *Nurul Syuhada Baharuddin, Nor Jana Salim ............ 233

TRACK 4: HOSPITALITY .................................................................. 243

ID27 The Influence of Food Nostalgia on Revisit Intentions in Kopitiam Restaurant at Shah Alam, Selangor, Malaysia *Nor Saadah Che Deraman, Zul Hazam Mohd Piah, Izhar Hafifi Zainal Abidin, Nur Farrah Yasmin Abdul Latib, Siti Nurhanifah Sulong .................................................. 243

ID28 Consumer Intention towards Restaurant Online Food Ordering Service *Nur Amanina Idris, Mohamad Amiruddin Mohamad, Amir Manshoor, Norhaya Hanum Mohamad, Haslina Che Ngah ...................................................................... 254

ID29 The Influence of Marketing Strategy (4Ps) Towards Fast Food Consumption among UiTM Dungun Students *Norzaidah Ngali, Nor Suriatee Ahmad Sanusi, Nur Sahira Ahmad Tajuaripin, Norazlina Rahmat .................................................................................................... 264

ID30 Eating Habits, Lifestyle and Weight Status amongst Students at Universiti Teknologi MARA Cawangan Terengganu Kampus Dungun *Norazlina Rahmat, Aliah Basirah Baseri, Siti Salmiah Che Hassan Norzaidah Ngali ................................................................................................................................ 276

ID31 Working Environment towards Job Employment among Culinary Students: A case study of UiTM Cawangan Terengganu Kampus Dungun (UiTMCTKD) *Siti Nurhanifah Sulong, Norhaya Hanum Mohamad, Aniza Arifin, Siti Nor Fadillah Ahmad Shariff, Malissasahila Abdul Manap ............................................................. 287

ID32 The Replicability of Heritage Malay Cuisine in Foreign Market 1*Rahman Abdullah, 1Aniza Arifin, 1Azlina Samsudin, 2Sabaianah Bachok, 1Harnizam Zahari ..................................................................................................... 294

ID33 Traveling Motivation and Factors That Motivate People to Go Travel 1*Siti Nor Fadillah Binti Ahmad Shariff, 2Massyittah Binti Omar, 1Siti Nurhanifah Binti Sulong , 2Zuratulraha Binti Jaafar, 3Khairul Anuar Bin Mohamad, 1Lily Nurainul Ashikin binti Ishak, ................................................................................................... 303

ID37 Evaluation of Knowledge, Attitudes, and Practices (KAP) of Food Handlers at Ramadan Bazaar in Paka, Dungun *Noristisarah Abd Shattar, Nur Farah Syamimi Binti Manan, Wahida Binti Mohamad Aris .......................................................................................................................... 309

ID39 Is Two Better than One?: The Issues of Co-Branding *Nur Syuhaada Kharil Anuar, Izhar Hafifi Zainal Abidin, Azlina Samsudin, Azahar Adzmy ...................................................................................................................... 318


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ID55 Local Tourists’ Perceptions on the Quality of Services among Local Street Foods Vendors during the Covid-19 Pandemic in Malaysia 1*Nor Asikin Shaharuddin, 2Nurul 'Azwa Kamarudin, 3Sumayyah Shaidin, 3Amirah Mohd Juned ............................................................................................................. 327

ID81 Online Grocery Shopping: Purchasing Intention among Malaysian in Kuala Lumpur *Fatimah Abd Ghani, Hidayah Marsuki, Siti Nuruul Sa’adah Awang, Noorazlin Ramli ................................................................................................................................ 338

ID85 Web Content Analysis: Incorporating Halal Information and Local Cuisine into Destination Marketing Strategies for Malaysia 1*Mohd Hairi Jalis, 2Jefry Elias, 1Muhamad Nazhiim Abdullah .................................. 349

ID87 Local Tourist Intention to Reuse E-Hailing Services from Smart Tourism Destination Perspectives in Malaysia *Maisarah Abdul Hamid, Nur Amanina Idris, Afnie Nadhira Sarbini, Mohamad Uwais Shamsul ................................................................................................................... 358

ID95 Online Food Delivery (OFD) Services during Pandemic COVID19: What factors influencing customers to use it? *Jazira Anuar, Wan Nazriah Wan Nawawi, Haslina Che Ngah, Zetty Madina Md Zaini ......................................................................................................................... 368

ID96 Factor Affecting Customer Satisfaction On Utilizing Kiosk At Quick Service Restaurant (QSR) Ellya Syaira Mohd Rasmadi, Nur Ernie Ezura Pisol, *Siti Noraisah Dolah @ Abdullah ................................................................................................................... 373

TRACK 5: HUMAN RESOURCES ..................................................... 384

ID34 Contribution Factors toward Job Satisfaction among Academicians: A Conceptual Paper *Kartini Mat Rashid, Marha Abdol Ghapar, Nasiha Abdullah, Nur Dalila Adenan, Hani Sakina Mohamad ............................................................................................. 384

ID47 The Role of Organizational Relationship Quality in Relation with Lecturer Performance 1*Zainuddin Zakaria , 1Nik Fakhrul Hazri Nik Hassan, 1Nazlin Emieza Ngah, 1Nurmuslimah Kamilah Abdullah, 1Rusnah Ismail, 2Elisabeth Siahaan ..................... 395

ID51 Improving Small and Medium Enterprises (SMEs) Innovation Performance through Social Media Orientation and Business Intelligence 1*Dima Roulina Simbolon, 2Nurhidayati Nurhidayati .................................................. 403

ID52 Human Resources Management Practices Based Gamification in Student's Organization 1*Indah Rahayu, 2Nurhidayati Nurhidayati, 3Olivia Fachrunnisa ................................ 415

ID61 A Comparison of Career Satisfaction between Millennials and Baby Boomers Workforce Agustiya Fatriya Rizky, Ardian Adhiatma ................................................................. 426

ID65 A Model to Increase Career Satisfaction for Millennial Workforce: The Role of Spiritual Work Values and Job Engagement Nur Atika Yuniarti, Ardian Adhiatma ......................................................................... 436


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ID71 Millennial Generation Career Expectations And Career Goals Rina Agustina, Nurhidayati Nurhidayati .................................................................... 444

ID72 Millennials' Career Satisfaction from Islamic Perspective Achda IndaUyun, Nurhidayati Nurhidayati ................................................................ 454

ID74 Identifying the Meaning of Work on Millennial Generation from Islamic Perspective Bella Anindya Karunisa, Olivia Fachrunnisa ............................................................. 464

ID90 Graduates Employability: A Conceptual Framework 1*Noor Malinjasari Binti Ali, 2Kardina Kamaruddin, 3Rahayu Izwani Borhanuddin, 1Hasmida Mohd Noor, 4Hasmi Mokhlas ................................................................... 473

TRACK 6: MANAGEMENT & OPERATIONS MANAGEMENT.......... 483

ID50 An Interaction Model of Knowledge Creation, Knowledge Acquisition, Knowledge Sharing, Knowledge Application, Green Innovation, and Corporate Sustainable Development for MSMEs *Siti Sumiati, Sri Wahyuni Ratnasari, Erni Yuvitasari ................................................ 483

ID56 Identification of Road Users Involved in Commuting Accident *Zuraini Jusoh, Nur Shahirah Shafie, Zainuddin Zakaria, Kartini Mat Rashid, Nur Shafini Mohd Said .................................................................................................... 490

ID58 Centralization: A Strategic Solution for Improving Hospital Management Effectiveness and Efficiency 1Tri Wahyu Martanto, 2Tika Widiastuti, 2Dien Mardiyah, 2Imron Mawardi, 2Eko Fajar Cahyono, 2*Taqiyah Dinda Insani ............................................................................. 498

ID66 New Emerging Challenges at Workplace during Covid-19 Pandemic *Azian Abd Ghani, Zainuddin Zakaria, Rusnah Binti Ismail, Siti Najihah Amir Hamzah ................................................................................................................... 507

ID69 Meaning of Work and Career as Calling: A Model to Determine Millennial's Career Satisfaction Selly Septianingsih, Olivia Fachrunnisa. .................................................................. 518

ID70 Millennial Leadership Skill, Training Model and Spiritual Work Value to Increase Career Satisfaction Nofia Sulistianingrum, Olivia Fachrunnisa ................................................................ 527

ID73 Identifying Career Expectation of Millenial Generation Atik Rodiah Kurniawaty, Nurhidayati Nurhidayati ..................................................... 537

ID78 Service Quality and Customer Satisfaction of Rail Transport: A Conceptual Framework *Noor Malinjasari Ali, Raslina Mohamed Nor, Siti Fatimah Mardiah Hamzah,

Ruzaidah A Rashid, Suzila Mat Salleh, Hasmida Mohd Noor ................................... 548

ID79 Overcoming Knowledge Sharing Barriers in Public Sector Organizations: A Conceptual Perspective *Wan Zuhaila Wan Abd Rahman, Nazlin Emieza Ngah, Rusnah Ismail, ................... 557


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TRACK 7: MARKETING .................................................................... 566

ID10 Exploring Islamic Commodification as Symbolic Interactionism in Advertising 1*Mohd Fauzi Harun, 2Nur Safinas binti Albakry, 3Abdul Halim Husain 2Harleny binti Abd Arif .................................................................................................................... 566

ID21 Customer Intention and Perception on Healthy Ice Cream *Noorazlina Ahmad, Nik Fakrulhazri Nik Hassan, Rajeswari A/P Raju, Hayati Adilin Mohd Abd Majid ....................................................................................................... 577

ID23 The Customer Consumption Trends and Marketing Strategy on Healthy Ice Cream 1Nik Fakhrulhazri Nik Hassan, 1*Noorazlina Ahmad, ¹Abd Razak Abu Kassim, ²Yusnita Hamzah ..................................................................................................... 585

ID24 The Adoption of Smart Digital Marketing Technology Acceptance Model (MTAM) by AAREZ Holding Sdn. Bhd.: A Case Study of a Housing Developer Company In Kuala Terengganu 1*Syahrul Hezrin Mahmud, 1Mohd Husnin Mat Yusoff, 2Mohd Ariff Nafizi Ibrahim, 3Muhammad Fauzi Embong, 4Ramizatunnisah Jais ................................................. 592

ID49 Interaction of Architectural and Specialized Marketing Capabilities with Retail Fashion SMEs Performance 1 Hendar Winarsih, 2Baharom Abdul Rahman, 2*Azian Abd Ghani ........................... 604

ID67 The Functional, Social and Emotional Value Co-Creation Role in the Relationship between Concerted Interaction Capabilities with Market Performance in the Beauty Salon Creative Service Industry in Central Java Burhanuddin Rif’at, Hendar ...................................................................................... 619

ID68 The Effect of Relational and Empowered Interaction Capability on Market Performance in Salon Beauty Creative Services in Central Java: The Role of Social Value Co-Creation Mediation Aditya Ilham Farohi, Hendar .................................................................................... 629

ID75 Role of Relational and Individual Interaction Capability in Improving Social Value Co-Creation and Market Performance Abdurrahman Very Cakasana, Hendar .................................................................... 640

ID77 Towards Socially Responsible Business Model: Do Religiosity and Attitude Affect Consumer Boycotts? 1*Zalinawati Abdullah, 2Marhana Mohammed Anuar, 3Mohd Rafi Yaacob ................ 651

ID94 Impact of Consumer’s Demographic Factors Towards Online Shopping Behavior: A Study in Malaysia 1*Nurul Ulfa Abdul Aziz, 1Zalinawati Abdullah, 1Haslenna Hamdan, 2Hendar Hendar, 2Siti Sumiati,............................................................................................................. 665

ID99 The Importance of Experiential Marketing and Electronic Word of Mouth Communication on E-Loyalty among Bukalapak Users: A Case of Student at Faculty of Economics and Business, Universitas Sumatera Utara (USU). Irhamsyah Pulungan, *Arlina Nurbaity Lubis, Endang Sulistya Rini, Beby Karina Fawzeea .................................................................................................................. 681


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TRACK 8: TECHNOLOGY, INNOVATION & OTHERS ..................... 693

ID19 Students’ Acceptance on Online Educational Games *Marha Abdol Ghapar, Norlaila Ibrahim, Azlina Shamsudin, Norchahaya Johar ....... 693

ID42 Wanita dan Keganasan Jenayah (Women and Criminal Violence) *Nasiha Abdullah, Kartini Mat Rashid, Khalid Amin Mat, Nur Shafini Mohd Said, Siti Rapidah Omar Ali ..................................................................................................... 700

ID44 Penggunaan Aplikasi Teknologi dalam Pengajaran dan Pembelajaran (PdP) Secara Kolaboratif Dikalangan Pelajar Universiti Sepanjang Tempoh Perintah Kawalan Pengerakan (PKP) (The Application of Technology in Teaching and Learning (T&L) for Collaborative Study Among University’s Student During the Movement Control Order (MCO)) *Nor Hamiza Mohd Ghani, Mohd Khairi Ismail, Sholehah Abdullah .......................... 708

ID46 A Proposed Framework to Evaluate the Effectiveness of Online Learning Among Students of Public Universities In Terengganu During COVID-19 1*Amirudin Mohd Zani, 2Mohd Ariff Nafizi Ibrahim, 3Azlinda Mohammad, 4Siti Munirah Muda, 5Ramizatunnisah Jais ...................................................................... 720

ID83 The New Norms and Students’ Motivation in the Pandemic Sphere 1*Nurul Aisyah Awanis binti A Rahim, 1Wan Maziah binti Wan Ab. Razak, 1Ahmad Ismail bin Mohd Anuar, 2Nurul Aisyah Munirah binti A.Rahim .................................. 730

ID93 Western Materialism and Islamic Religiosity: A Genuine or False Compatibility? 1,2*Anita Md. Shariff, 2Muhammad Irwan Ariffin, 2Mustafa Omar Mohammed ............ 739

ID97 Knowledge Sharing Behavior via Online Learning Environment: Systematic Literature Review Yau’Mee Hayati Hj Mohamed Yusof......................................................................... 749

NOTES ............................................................................................... 762


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ID71 Millennial Generation Career Expectations And Career Goals

Rina Agustina, Nurhidayati Nurhidayati

Department of Management, Faculty of Economics, UNISSULA, Indonesia Corresponding e-mail: [email protected], [email protected]

Abstract Research on career expectations and career goals is a concern for practitioners in the HRM field. A career is very important for HRM because a career is a need that must be cultivated in a workforce, so that it can boost their performance. Meanwhile, employees have different views about career expectations and goals based on their characteristics. This study aims to analyze career expectations and goals from the perspective of the millennial generation based on gender, achievement and domicile. This study involved 200 final year students, and measured their perceptions of career expectations as future employees with data analysis using the SPSS Two Independent Sample Mean Test for the average difference test. By using the mean difference test the results of the study found that, There are differing views on perceptions of career expectations based on gender and achievement. Meanwhile, there is no difference in perceptions of career goals based on gender, achievement or domicile. Keywords: Millennial Generation, Career Expectations, Career Goals.

1. INTRODUCTION

In the current world of work, generation X or the generation of Baby Boomers, which is born in the year (1965-1980) will enter an unproductive age for work and begin to retire. The work force will be replaced by generation Y born (1980-1999) where this generation is the children of generation X. According to the National Family Planning Agency (BKKBN), Indonesia will have a demographic bonus with a time span between 2020-2030. At that time, the workforce age 15-64 years reached 70 percent, while the remaining 30 percent were unproductive people (Ministry of Women's Empowerment and Child Protection & Central Statistics Agency, 2018). Thus the millennial generation will become the largest workforce in Indonesia. The characteristics between the millennial generation and the previous generation are very different, therefore companies that want to recruit millennial generation must have a strategy to attract millennial generation. The challenge for organizations is to create agile leadership in the future for change, collaboration between generations in work processes, the role of sharing knowledge and information (Kornelsen, 2019). Given their characteristics and the events that define their lives (for example, globalization, rapid technological advances, increasing demographic diversity). A review of the popular literature of the millennial generation “wants it all” and “wants it now.” Millennials are the types of people who are multitasking, like to live dynamically and move fast (Widhianingtanti, 2017). Technological advances and the fast-paced lifestyle of millennial generation have made them have high hopes for their future careers. This study aims to analyze perceptions of career expectations and goals from the perspective of prospective millennial workers. Perceptions of career expectations and goals are further differentiated based on demographics, namely gender, achievement and domicile. This is important because the company can use it to find a picture of the hopes and goals of millennials as prospective employees, whether these demographic differences make them have different perceptions or not so that companies can develop strategies or policies within the company that can match their hopes and career goals millennial. This study aims to analyze perceptions of career expectations and goals from the perspective of prospective millennial workers. Perceptions of career expectations and goals are further differentiated based on demographics, namely gender, achievement and domicile. This is important because the company can use it to find a picture of the hopes and goals of millennials as

mailto:[email protected]

mailto:[email protected]


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prospective employees, whether these demographic differences make them have different perceptions or not so that companies can develop strategies or policies within the company that can match their hopes and career goals. millennial. This study aims to analyze perceptions of career expectations and goals from the perspective of prospective millennial workers. Perceptions of career expectations and goals are further differentiated based on demographics, namely gender, achievement and domicile. This is important because the company can use it to find a picture of the hopes and goals of millennials as prospective employees, whether these demographic differences make them have different perceptions or not so that companies can develop strategies or policies within the company that can match their hopes and career goals. millennial.

2. Literature Review 2.1 Millennial Rewards, Expectations and Career Goals

The millennial generation has realistic expectations of work, the first salary they receive, a good work environment, new experiences gained, fast career prospects, benefits or wages that are in accordance with the performance they are doing, security at work, and perceived job benefits (Ng, et al. al., 2010). However, these career expectations are based on their demographic factors, (i.e. based on gender, region of origin, GPA, work experience and years of study) and academic performance (Ng, et al., 2010). They want to be rewarded and want rewards according to their abilities, they can also work productively and are dedicated to the company if the company can help them achieve a work-life balance.

The generation that wants everything to be done quickly and can get everything they want; this can be a problem for companies because they can move to another company if they don't get what they expect in a short time. Millennials are more ambitious and therefore more likely to seek career opportunities actively in organizations. Thus, career development becomes an important motivator for millennial generation (Wong et al., 2008). The desire to get the opportunity to advance in a better position with a short period of time, and also to have a lot of experience and work in a company that has a good reputation. So that these problems make the millennial generation not commit to their work and choose to move workplaces to get the better one that is in line with their expectations. Dries et al. (2008), who note that millennials increasingly expect meaningful and challenging jobs that generate learning opportunities and help them advance their careers. Challenging jobs with new positions are very desired by them because for them to achieve a good position, it requires a willingness to move to a new, better role and with new experiences. who notes that millennials increasingly expect meaningful and challenging jobs that generate learning opportunities and help them advance their careers. Challenging jobs with new positions are very desired by them because for them to achieve a good position, it requires a willingness to move to a new, better role and with new experiences. who notes that millennials increasingly expect meaningful and challenging jobs that generate learning opportunities and help them advance their careers. Challenging jobs with new positions are very desired by them because for them to achieve a good position, it requires a willingness to move to a new, better role and with new experiences.

The opportunity to learn, grow and experience new things is a hope for the millennial generation in developing their abilities. In addition, millennials seem to be looking for opportunities to broaden their horizons, work mobility and international assignments (Price WaterhouseCoopers, 2008). Self-development of employees is also good for the development of the company because if employees have more abilities, they can do their jobs well and with various types of work. According to Sturges et al. (2002), as well as Loughlin and Barling (2001), Millennials highly value mentoring and training within organizations as this will enable them to continue to develop new skills and remain attractive in the labor market. As prospective employees, the millennial generation will see and seek information regarding the conditions in the company for them to work. A pleasant office atmosphere, flexible, not monotonous, and a good work environment can make millennials feel at home and commit to working at the company. They are not the same as the generations before them who only worked and prioritized the salary they got. The millennial generation wants to work


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comfortably, with a flexible work environment that can make them enthusiastic about working and improve their performance. The career goals of the millennial generation will also be different from previous generations, namely with the success they want to achieve to be motivated to get a position. and the awards that have been won.

2.2 Work Environment, Millennial Career Expectations and Goals

Another hope of the millennial generation in their careers is that they want someone who can guide them in doing their work and in this case a boss is very important as their mentor. Millennials don't want a boss or boss who only gives orders and asks to be respected. They want a mentor or someone who not only views employees based on their position but is also able to explore the potential of employees and can provide constructive feedback for motivation to employees to improve their performance. They want a supportive work environment where they can reach a progressive career path.

According to Hershatter and Epstein (2010), a supportive work environment is a place that convinces them with recognition, appreciation for achievement and a progressive career path. Millennials also prefer clear structures, and tend to choose careers that provide them with stability for their professional life. In addition, millennials also have a great desire to socialize with their colleagues and superiors. Organizations wishing to attract and retain a new generation of employees need to take a close look at their total benefit package including salaries, benefits, learning and development opportunities, and the work environment (Bunton & Brewer, 2012). The very high expectations of the millennial generation when they will enter the world of work make companies that want to recruit them have to make new innovations and make the right policies that can be easily accepted by the millennial generation who do not like high formality. They prefer flexibility in their work and can socialize well with colleagues and superiors. Based on the above background, this study was made to find out the career expectations of millennial generation and what their career goals will be when they will work in a company related to their demographics. They prefer flexibility in their work and can socialize well with colleagues and superiors. Based on the above background, this study was made to find out the career expectations of millennial generation and what their career goals will be when they will work in a company related to their demographics. They prefer flexibility at work and can socialize well with colleagues and superiors. Based on the above background, this study was made to find out the career expectations of millennial generation and what their career goals are when they will work in a company in relation to their demographics.

Figure 1: Research Model

Hypothesis: H1: There is a difference in career expectation based on gender H2: There are differences in career goals based on gender H3: There is a difference in career expectation based on achievement H4: There are differences in career goals based on achievement H5: There is a difference in career expectation based on domicile H6: There are differences in career goals based on domicile

Gender (male, female) Achievement (High, Medium) Domicile (Urban, Rural)

Career Expectation

Career Goals


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This model has never been made by previous researchers, it explains that based on the demographics (gender, achievement, and domicile) of the millennial generation, there are factors behind the different perceptions of expectations and goals in their careers when they work later.

3. METHODOLOGY This research was conducted by distributing questionnaires to 200 respondents. Respondents in this study were final year millennial students in Semarang. Selection of respondents as students, it is assumed that these students are prospective workers in the future, who are thought to have unique career perceptions and career goals that are different from previous generations. Demographic profiles of respondents are in table 1.

Table 1: Demographic Profile of Respondents Demographics amount Percent (%)

Gender Man 100 50% Women 100 50% Achievement > 3.5 (High GPA) 115 57.5% <3.5 (Medium GPA) College Public Universities Private Unifersities Officials

85

34 165

1

42.5%

17% 82.5% 0.5%

Domicile Urban 65 32.5% Rural 135 67.5%

In Table 1, this study looks for a comparison of the demographic average consisting of gender, achievement and domicile. Respondents consisting of 100 male students and 100 female students, with a high GPA of 115 students and a moderate GPA of 85 students. Respondents who came from PTN were 34 students, PTS were 165 students and Officials were 1 student. From their area of origin, there are 65 students from urban areas and 135 students from rural areas.

Measurement The measurement of this research variable is the Career Expectation variable, with indicators 1) Financial rewards, 2) Professional recognition, 3) Social values, 4) Personality, 5) Self-esteem (Ratnawati, 2018). Career goals variable, with indicators 1) Ability, Expertise, 3) Experience, 4) Certification (Lent et al, 1994). This indicator is measured using 5 Linkert scales, namely point 1 is used for the statement "Strongly Disagree", point 2 for "Disagree", point 3 "Neutral", point 4 "Agree", and point 5 "Strongly Agree".

The analysis steps are:

a. Validity and reliability analysis The validity test is conducted to measure the validity or invalidity of a questionnaire. To test the validity using the SPSS program. This analysis is done by correlating or linking each item's score with the total score. The total score is the sum of all items. Question items that have a significant correlation with the total score indicate that these items are able to provide support in revealing what they want to reveal. If r count ≥ r table (2-sided test with sig. 0.05) then the instrument or question items produce a significant value to the total score (said to be valid). The use of reliability testing is to assess the consistency of objects and data, whether the instrument used is valid. used multiple times to measure the same object, will produce the same data.

b. Variable description analysis


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According to Ghozali (2009), this analysis aims to provide an overview or describe the data in variables seen from the mean, minimum, maximum and standard deviation values. This method can be used through a questionnaire distributed to respondents and then processed using a Likert scale. With the number of data samples obtained by 200 respondents, based on career expectation and career goals based on the results of respondents' statements through a 5 Likert scale.

c. Difference test analysis Test of the Mean of Two Independent Samples Two Independent Sample Mean Test is a type of statistical test that aims to compare the mean of two groups that are not paired or not related to each other. Not in pairs means that the research is carried out for two different sample subjects. The samples tested in this study were differences in gender, GPA and area of origin towards career expectation and career goals. In this different test we look at the t-test whether there is a difference in the average or not.

4. RESULTS ANALYSIS

4.1 Career Expectation Variable Descriptive Statistics

Table 2: Answer Index Value from Career Expectation

NO Career Expectation Variable Indicator S

Respondent's Answer Scale of Career

Expectation Variable Total

Index Value

1 2 3 4 5

1. If I work, I want a salary that is equal to my abilities

F 2 4 14 83 97 200

% (FXS)

2 8 42 332 485 4.35 High

2. If I work, I want recognition for the professionalism I have

F 1 6 30 97 66 200

% (FXS)

1 12 90 388 330 4.11 High

3. If I work, I want to be able to work as well as be able to channel my hobby

F 1 2 12 74 111 200

% (FXS)

1 4 36 296 555 4.46 High

4. If I work, I want a career position that can provide an opportunity to be able to balance my career and life

F 1 1 11 82 105 200

% (FXS)

1 2 33 328 525 4.45 High

5. If I work, I hope that my career will have an impact on changing my social status and my life

F 3 3 15 65 114 200

% (FXS)

3 6 45 260 570 4.42 High

Average of variable values 4.36 High

In Table 2 it can be seen that the average score is 4.36, which means that student expectations of a career are high. Therefore, it can be interpreted that students have very high expectations for their career when they work. This is also reinforced by the indicator of wanting a salary equal to that of a woman with an average of 4.35, the indicator of expecting recognition of professionalism with an average of 4.11. The indicator can work as well as channel your hobbies with an average of 4.46, the indicator can balance career and life with an average of 4.45 and the indicator hopes that your career can change social status and life with an average of 4.42.


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4.2 Career Goals Variable Descriptive Statistics

Table 3: Answer Index Value from Career Goals

NO Career Goals Variable Indicator Respondent Response Scale

Variable Career Goals Total

Index Value

S 1 2 3 4 5

1. In my career, I hope to have the ability to do various jobs and be able to do various life activities (work and non-work).

F 4 3 20 105 68 200

% (FXS) 4 6 60 420 340 4.15 high

2. In my future career, gaining skills is my goal F 1 5 22 99 73 200

% (FXS) 1 10 66 396 365 4.19 high

3. In my career, getting work experience as well as valuable life experience is my goal

F 2 1 17 75 105 200

% (FXS) 2 2 51 300 525 4.40 high

4. In my future career, certification is a guarantee to get recognition of my work professionalism

F 2 13 55 90 40 200

% (FXS) 2 26 165 360 200 3.77 high

5. In my future career, becoming a leader is my career goal

F 4 13 62 70 51 200

% (FXS) 4 26 186 280 255 3.76 high

6. In my career, working in a company that has a high reputation is my career goal

F 1 13 52 79 55 200

% (FXS) 1 26 156 316 275 3.87 high

Average variable index value 4.02 high

In Table 3 it can be seen that the average score is 4.02, which means that the student's career goals are high. Therefore, students have high career goals when they work later. This is also reinforced by the indicator of having the ability to be able to do various jobs and life activities (work and non-work) with an average score of 4.15, on the indicator of gaining skills as a career goal with a score of 4.19. The indicator of certification is a guarantee of getting professional recognition with an average of 3.77, the indicator of being a leader is a career goal with an average of 3.76, and the indicator of working in a company that has a high reputation as a career goal with an average 3.87. On the indicator, gaining work experience as well as life experience is valuable as a career goal with an average of 4.40. This indicator has a high score compared to other indicators, this shows the goal of millennial career, which is to get valuable experience when they work later and this is in accordance with the character of the millennial generation who likes new and challenging things to be able to add experience and skills they. 4.3 Validity test Validity testing was carried out with the help of a computer using the SPSS for Windows Version 16.0 program. In this study, the validity test was only carried out on 200 respondents. Decision making was based on the value of rcount (Corrected Item-Total Correlation)> r table of 0.1161, for df = 200–2 = 198; = 0.05 then the item / question is valid and vice versa.

Table 4: Validity Test Results

Grain Corrected item value Total Coreelation /

rhitung

Sig. r table Criteria

Career Expectation 1. CE1 2. CE2 3. CE3 4. CE4 5. CE5 Career Goals 1. CG1 2. CG2 3. CG3 4. CG4 5. CG5 6. CG6

0.655 0.716 0.643 0.706 0.628

0.589 0.621 0.565 0.629 0.649 0.672

0,000 0,000 0,000 0,000 0,000

0,000 0,000 0,000 0,000 0,000 0,000

0.116 0.116 0.116 0.116 0.116

0.116 0.116 0.116 0.116 0.116 0.116

Valid Valid Valid Valid Valid

Valid Valid Valid Valid Valid Valid


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Based on Table 4, it can be seen that all questionnaire questions on the variable career expectation and career goals have a valid status and are in accordance with this study, because the value of rcount (Corrected Item-Total Correlation)> r table is 0.116.

4.4 Reliability Test

Table 5: Variable Reliability Test

No. Variable ralpha critical Criteria

1. 2.

Career Expectation Career Goals

0.822 0.839

0.600 0.600

Reliable Reliable

Based on Table 5, the reliability test was carried out on the question items that were declared valid. A variable is said to be reliable or reliable if the answers to the questions are always consistent. So the result of the Career Expectation instrument reliability coefficient is 0.822, the Career Goals instrument is 0.839, it turns out to have a "Cronbach Alpha" value greater than 0.600, which means that both instruments are declared reliable or meet the requirements.

4.5 Hypothesis testing

Test Description Statistics Per Group Table 6: Description of Statistics by Group

Group Statistics

Gender N Mean Std. Deviation Std. Mean Error

Career Expectation Women 100 22.35 1,992 .199

Man 100 21.20 2,878 .288

Career Goals Women 100 24.42 2,709 .271

Man 100 23.84 3,584 .358

Achievement

Career Expectation Medium GPA 85 21.32 2,647 .287

High GPA 115 22.11 2,405 .224

Career Goals Medium GPA 85 23.98 3,366 .365

High GPA 115 24.24 3,048 .284

Domicile

Career Expectation Rural 135 21.66 2,595 .223

Urban 65 22.02 2,408 .299

Career Goals Rural 135 23.96 3,171 .273

Urban 65 24.49 3,197 .397

In table 6 the average Career Expectation variable for women is 22.35 with a standard deviation of 1.992; While the average for men was 21.20 with a standard deviation of 2.878. And on the Career Goals variable the mean of women was 24.42 with a standard deviation of 2.709, while the mean of men was 23.84 with a standard deviation of 3.584. The average Career Expectation variable on a moderate GPA was 21.32 with a standard deviation of 2.647; while the average High GPA is 22.11 with a standard deviation of 2.405. And on the Career Goals variable, the average GPA was 23.98 with a standard deviation of 3.366; while the average High GPA is 24.24 with a standard deviation of 3.048. The average Career Expectation variable in rural areas is 21.66 with a standard deviation of 2.595; whereas the Urban mean was 22.02 with a standard deviation of 2.408. And on the Career Goals variable,


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the average for rural areas is 23.96 with a standard deviation of 3.171; while the Urban average is 24.49 with a standard deviation of 3.197.

Table 7: Results of the Independent Sample t-Test

Hypothesis variable t-test for Equality of Means

Sig. (2-tailed) Mean Difference

Gender

H1 career expectation .001 1,150

H2 career goals .198 .580

Achievement (GPA)

H3 career expectation .028 -795

H4 career goals .559 -267

Domicile

H5 career expectation .353 -356

H6 career goals .265 -.537

The results of the above significance indicate that H1 sig = 0.001 <0.05 means that there is a difference in career expectation in gender (H1 is accepted), H2 sig = 0.198> 0.05 means that there is no difference in career goals in gender (H2 is rejected), H3 sig = 0.028 <0.05 means that there is a difference in career expectation on achievement (GPA) (H3 accepted), H4 Sig = 0.559> 0.05 means that there is no difference in career goals in achievement (H4 is rejected), H5 sig = 0.353> 0.05 means there is no difference in career expectation at domicile (H5 is rejected), H6 sig = 0.265> 0.05 means that there is no difference in career goals at domicile (H6 is rejected).

5. DISCUSSION Are there different perceptions of the millennial generation about career expectation and career goals based on their demographics? In terms of career expectations, women expect a balance in their careers and lives compared to men, by being able to take care of the household and be able to do a good job (Burke, 2002), it is because their goal is not solely their life is just to work. Meanwhile, in men, they will feel more satisfied if they achieve more in their work. In Indonesian culture, which is predominantly Muslim, a man is the head of the household in the family, in addition to working, it is worship by working, a man can also provide support for his family because it is an obligation. For a woman, she can work and help meet family needs but on the one hand women must also be able to take care of the household, because women's obligations are to take care of all household needs, therefore why women expect a balance between career and work than men . According to Gusti Noorlita (2018) women are more likely to become civil servants and men are more into the private sector because women are more likely than men to accept jobs that are less than ideal and have lower salaries, perhaps reflecting the fact that women continue to be underestimated. in the labor market in terms of the salaries and positions they occupy (Fortin and Huberman 2002; Leck 2002). By becoming a civil servant, you will get a job that is in accordance with their abilities so that they have the same position as men. In general, men have better career success than women (Nabi, 1999; Richardson, 1996; Paisey, 1995, Pierce-Brown and Richardson, 1995; Jack, 1993; Drain, 1990; Silverstone, 1990). A student's GPA score is often used to determine academic awards, such as lists of honors, class rankings, or Latin honors. Higher achievers and those with experience expect higher salaries and are less likely to accept less than ideal positions (Bartol and Martin 1987). Because the GPA is used as an award, people who have a high GPA tend to have high expectations regarding their career and also the income they will get. People who have their medium or low GPA choose a career that is not in accordance with their profession and their career goals will be different from people who have a high GPA (Retnawati, 2018).


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In rural communities they have high compliance and loyalty to the company in the hope that when they devote themselves to the organization or company they will get high income and benefits provided to them. The difference between urban communities and those from rural areas, namely culture and habits between the two of course can make them have different career goals. Strong motivation for upward socioeconomic mobility (Ng and Sears, forthcoming; Somerville and Walsworth 2009) people from rural areas are much more motivated to achieve their career goals in order to improve their social strata.

6. CONCLUSION AND RECOMMENDATION 6.1 Conclusion Based on the results of the analysis and discussion described in the previous section, the following conclusions can be drawn in this study: In the hope of a career, the millennial generation hopes to be able to work as well as be able to channel their hobbies also they want their career to change their social status and their lives for the better and there is a balance between career and life. This could be caused by several factors from their background, such as family economy, neighborhood, parents' job or even encouragement or desire from parents to work where later. Working in accordance with a hobby or passion can make someone more enthusiastic about work so that it can increase productivity at work. The character of the millennial generation who is flexible and wants freedom can be a factor, they also get stressed easily if there is too much stressful work. The career goals of the millennial generation based on demographic differences (Gender, GPA, Domicile) show that on average, the highest career goals for the millennial generation are to gain work experience as well as valuable life experiences. This is because the character of the millennial generation who always wants to keep trying something new, but this can be a threat to the company they work for. Therefore, to overcome their habits and character, the company must be able to make them feel comfortable working in the company so that later they will remain loyal and do not leave the company at any time. The provision of training and development programs can be carried out by companies to provide new skills to employees, that way employees can hone their skills so they can do various other jobs. Millennial generations who like challenges and new things that will make them even more motivated to work productively. The company must also be able to provide rewards for the results of their work so that they are less likely to leave the company because everything they want has been given by the company.

6.2 Research Suggestions or Recommendations

a. For Researchers

Researchers who will conduct similar research should be able to expand the object of research by examining students covering all parts of Indonesia So that the results obtained from the research can be generalized and can describe completely and thoroughly the hopes and goals of the millennial generation with what factors influence them. The results of this research are also expected to be developed for further research.

b. For Companies c. Companies must strive to provide their best facilities, which are in accordance with the

character of the millennial generation both from wages / salaries, a pleasant work environment, a boss who can also be a good mentor, giving benefits, challenging work, training to be able to develop or hone abilities others, kind and helpful colleagues, and opportunities for promotion. If they feel comfortable and all their hopes and career goals are fulfilled, they are unlikely to move to another company, besides that it can increase work productivity and loyalty to the company.


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Based on the results of the research above, most millennial students have the same career goals, which are to gain valuable work and life experience, therefore it is recommended that companies provide training and development for employees to improve their abilities or even provide new skills for employees to be able to do various kinds of work. .

6.3 Research Limitations

a. In this study, the demographic classification is less specific and the difference in domicile still uses the perceptions of the respondents, as well as the lack of data on the respondents' backgrounds which can be a factor regarding their hopes and career goals.

b. The limited coverage of the research area is the sample of several universities in the city of Semarang. Meanwhile, there are still many universities that have not been explored and the large number of universities in Indonesia.

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