Nazhruna: Jurnal Pendidikan Islam Vol.
7 Issue 2, 2024.
E-ISSN: 2614-8013
DOI: https://doi.
org/10.
31538/nzh.
Enhancing Teacher Performance Through Millennial Teacher Characteristics.
Work Culture, and Person-Job Fit Mediated by Employee Engagement Azhariah Rachman1.
Sunarno2.
Nanda Saputra3.
Loso Judijanto4 Edi Nurhidin5 M Afif Zamroni6 Universitas Halu Oleo.
Kendari Indonesia1 Universitas Tama Jagakarsa Jakarta.
Indonesia2 Sekolah Tinggi Ilmu Tarbiyah Al-Hilal Sigli.
Indonesia3 IPOSS Jakarta.
Indonesia4.
Universitas Islam Tribakti Lirboyo Kediri.
Indonesia5 Universitas Kh Abdul Chalim Mojokerto.
Indonesia6 rachman@uho.
id1, 5un2rn0@gmail.
com2, nanda.
saputra2589@gmail.
,losojudijantobumn@gmail.
com4, nurhidin@uit-lirboyo.
id5 afifzam.
ikhac@gmail.
Received: 11-12-2023 Revised: 08-03-2024 Accepted: 31-05-2024 Abstract Teachers are the key to the success of a nation in improving the quality of life of its people in the future.
This research aims to find research gaps with previous research which makes four main points to be used as questions in this research, namely 1.
Analyzing the characteristics of millennial employees, work culture, and personal job fit towards lecturer Analyzing millennial employees, work culture, and personal job fit on lecturer performance 3.
Analyzing lecturer competency on lecturer performance 4.
Analyzing the extent to which the role of lecturer competence mediates the characteristics of millennial employees, work culture, and personal job fit on lecturer performance.
This research method uses quantitative research with an explanatory research approach.
The number of samples in this study was 105 selected using the census method.
To test the hypothesis in this study, structural equation model analysis techniques were used.
The results of this research show that the findings show that efforts to increase Employee Engagement through millennial employee characteristics, work culture, and personal job Fit have the potential to make a positive contribution to improving employee The following recommendations are for teachers to increase employee engagement, so teachers need to be focused and stimulated to encourage teachers to be more innovative in their work so they can improve teacher performance and for future researchers to evaluate the variables of this research on different populations and increase the population size.
Keywords: Teacher Performance.
Characteristics of Millennial.
Work Culture.
Person Job Fit.
Employee Engagement.
Abstrak Guru merupakan kunci dari keberhasilan suatu bangsa untuk meningkatkan kualitas hidup masyarakatnya dimasa yang akan datang.
Penelitian ini bertujuan untuk mencari gap research dengan penelitian terdahulu yang menjadikan empat poin utama untuk dijadikan pertanyaan dalam penelitian ini adalah 1.
Menganalisis karakteristik pegawai millennial, budaya kerja dan person job fit terhadap https://e-journal.
id/index.
php/NAZHRUNA/ Azhariah Rachman et al kompetensi guru.
Menganalisis pegawai millennial, budaya kerja dan person job fit terhadap kinerja Menganalisiskompetensi guru terhadap kinerja guru 4.
Menganalisis sejauh mana peran kompetensi guru memediasi karakteristik pegawai millennial, budaya kerja dan person job fit terhadap kinerja guru.
Metode penelitian ini menggunakan penelitian kuantitatif dengan pendekatan ekspanatory research.
Jumlah sampel dalam penelitian ini berjumlah 105 yang dipilih menggunakan metode sensus.
Untuk menguji hipotesis pada penelitian ini menggunakan teknik analisis structural equation model.
Hasil penelitian ini menunjukkan bahwa temuan menunjukkan bahwa upaya untuk meningkatkan Employee Engagement melalui karakteristik pegawai milenial, budaya kerja, dan Person Job Fit berpotensi memberikan kontribusi positif terhadap peningkatan kinerja pegawai.
sebagai berikut bagi guru guna menaikkan employee engagement maka guru perlu difokuskan dan diberi rangsangan agar memantik guru memiliki inovatif lebih untuk bekerja sehingga bisa memperbaiki kinerja guru dan untuk para peneliti selanjutnya melakukan evaluasi variabel-variabel penelitian ini pada populasi yang berbeda serta memperbesar dari jumlah populasi.
Kata Kunci : Kinerja Guru.
Karakteristik Milenial.
Budaya Kerja.
Person Job Fit.
Employee Engagement
INTRODUCTION
Teacher performance is a work achievement achieved based on the conformity between the learning plan and what is achieved.
1 Meanwhile, millennial teachers are teachers whose birth years are between 1981 and 1996.
2 Currently, the number of teachers is mostly filled by This millennial group has striking differences in the meaning of work and has an advantage in the use of technology.
3 Research conducted by Hutagalung,4 The results showed that the characteristics of millennial teachers have a positive influence on teacher performance.
Teacher performance is also influenced by employee engagement as stated by Solechan.
According to Sinambela, employee engagement can be interpreted as an individual manifestation that shows deep emotional and intellectual commitment to the organization.
1 David N.
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271 | Nazhruna: Vol.
7 Issue 2, 2024 Enhancing Teacher Performance Through Millennial Teacher Characteristics.
Work Culture, and Person-Job Fit Mediated by Employee Engagement According to Azizah and Gustomo, the indicators for Employee Engagement are as follows, positive attitude, commitment, and initiative.
Teacher performance is not only influenced by employee engagement and the characteristics of millennial teachers but also by many other factors, including organizational culture and person-job fit.
Organizational culture is the result of mutual agreement in an 8 Organizational culture influences performance, this was revealed through 9 Meanwhile, person-job fit does not influence performance.
10 This research was conducted at the Surabaya Regional Education Office Branch Office.
Person job fit is assessing a person's characteristics in adapting to the work environment, especially their job.
11 stated that the dimensions of person-job fit consist of abilities, attitudes, and interests.
Based on the description above, 4 questions can be asked as follows.
What is the analysis of millennial teacher characteristics, work culture, and person-job fit on teacher competency? What is the analysis of millennial teachers, work culture and person-job fit on teacher performance? 3.
How does the analysis of teacher competency affect teacher performance? 4.
How does the analysis of millennial teachers, work culture, and person-job fit affect teacher performance through employee engagement? This research aims to look for gaps or differences 7 Muhamad Ekhsan dan Muhamad Taopik.
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11 Yuanli Xu dkk.
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272 | Nazhruna: Vol.
7 Issue 2, 2024 Azhariah Rachman et al with previous research so that you can find something new both theoretically and practically.
To make it easier to achieve the goal, the researcher created 4 problem objectives which will answer the problem formulation as follows: 1.
Analyze the characteristics of millennial employees, work culture and person-job fit on the characteristics of millennial employees, work culture and person-job fit on employee engagement.
Analyzing millennial employees, work culture and person-job fit on teacher performance 3.
Analyzing the characteristics of millennial employees, work culture, and person-job fit on teacher performance through employee Analyzing the extent to which the role of teacher competence mediates the characteristics of millennial employees, work culture, and person-job fit on teacher performance To provide a temporary answer to this research question, the hypothesis proposed in this research is as follows: 1.
There is a significant influence of millennial employee characteristics, work culture, and person-job fit on employee engagement.
2, there is a positive and significant influence of millennial employees, work culture and person-job fit on teacher There is a significant influence of millennial employee characteristics, work culture, and person-job fit on teacher performance through employee engagement.
This entire hypothesis will be tested again in the next section.
Based on the hypothesis, the following framework can be created:
Characteristics Of Millennial Employees Work Culture Employee Engagement
Teacher Performance Person Job Fit
Figure 1 Conceptual framework
METHOD
This research uses quantitative research conducted on samples from a certain 12 The data was collected using research instruments, after which data analysis was carried out using statistical testing tools to test the hypotheses that had been prepared.
13 This research uses an explanatory method using survey techniques to analyze causal relationships, this is aimed at explaining the position of each variable.
14 This research is more focused on 12 Sandra Groeneveld dkk.
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273 | Nazhruna: Vol.
7 Issue 2, 2024 Enhancing Teacher Performance Through Millennial Teacher Characteristics.
Work Culture, and Person-Job Fit Mediated by Employee Engagement showing causal relationships between variables, verifying theories, and making predictions.
The analytical method is used to evaluate the inherent causality between variables arranged in temporal stages as a value to see the extent of the impact of the exogenous variable on the endogenous dependent variable.
This research was carried out at the Al-Furqon Driyorejo Gresik Indonesia educational The respondents selected as respondents in this research were teachers at the AlFurqon Foundation.
The reason this place was chosen was that not many people had done research in that place and the theme raised was very suitable to be done in that place.
Respondents were selected using a probability sampling technique where each teacher had the opportunity to be selected to be a respondent using a systematic sampling approach.
The method for collecting data in this research uses primary data obtained from respondents.
Questionnaires or research instruments are rated on a Likert scale of 1Ae5, with a score of 1 strongly disagree (STS), score 2 disagree (TS), score 3 neutral (N), score 4 agree (S), and score 5 strongly agree (SS).
15 Furthermore, the questionnaire was distributed manually to make it more effective and faster in filling out the questionnaire.
The completed questionnaires are then collected for processing.
The data processing process starts by first taking the results of questionnaire answers from respondents, second grouping the data based on respondents, third tabulating the data in quantitative form, and fourth the answers of each respondent are presented in a distribution table.
The validity test results show the relationship between the research results so that they can be declared valid because the values obtained for the instrument items are valid.
Validity testing is very important to carry out before collecting data, to ensure that the research instrument is valid to reveal what you want to reveal.
To assess validity, you can compare the calculated r value with the r table for degrees of freedom .
= n-k, where n is the number of samples and k is the number of items.
If the r calculated is greater than the r table, the question is considered valid.
Conversely, if the r-calculated is lower than the r-table, the question is considered invalid.
A reliability test is a test of the reliability of the instrument.
Accuracy is the extent to which a measuring scale can obtain a stable answer if the instrument is used continuously.
Test success in each variable is measured through the use of Cronbach's alpha.
According to Herlina .
Cronbach's Alpha reliability level value can be categorized as Cronbach's alpha below 60 indicating low reliability.
Cronbach's alpha between 0.
60 and 0.
79 indicating acceptable reliability, and Cronbach's alpha above 0.
80 indicating good reliability.
Good.
This research uses a causality model of the influence of exogenous variables on endogenous variables.
17 To test the hypothesis that will be proposed in this research, the SEM 15 Harry Boone dan Deborah Boone.
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17 Christian Y.
Lumenta.
John S.
Kekenusa, dan Djoni Hatidja.
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274 | Nazhruna: Vol.
7 Issue 2, 2024 Azhariah Rachman et al analysis method is used together with the AMOS (Moment Structure analysi.
and SPSS version 25 (Statistical Product and Services Solution.
program packages.
SEM analysis stages This research analysis uses AMOS 18 for Windows to answer the proposed research hypothesis, with the following stages: 1.
Developing a model based on concepts and theory 2.
Constructing a path diagram 4.
Data input matrix 5.
Standard model solution and evaluation of goodness of fit Interpretation and Modification18.
RESULTS AND DISCUSSION
Findings The validity test is obtained by using the r product moment table, then determining df = n-2, namely 105-2 = 103 with sig.
= 0.
05 then we get a two-sided r table of 0.
1515, the condition is that if the calculated r is greater than the r table then the statement item is valid, the test results can be seen in Table 1.
Table 1 Validity Test Results Variable X1.
X1.
X1.
X1.
X1.
X1.
X2.
X2.
X2.
X2.
X2.
X2.
X2.
X2.
R-count
R-table Information Characteristics of Millennial Employees 0,1515 Valid
0,524
0,1515
Valid
0,566
0,1515
Valid
0,663
0,1515
Valid
0,661
0,1515
Valid
0,642
0,1515
Valid
Work Culture 0,430 0,1515 Valid
0,362
0,1515
Valid
0,318
0,1515
Valid
0,375
0,1515
Valid
0,396
0,1515
Valid
0,403
0,1515
Valid
0,372
0,1515
Valid
0,432
0,1515
Valid Person Job Fit X3.
X3.
X3.
X3.
X3.
X3.
0,536
0,641
0,599
0,504
0,687
0,630
Y1.
Y1.
Y1.
Y1.
Y1.
0,627
0,519
0,575
0,609
0,1515
0,1515
0,1515
0,1515
0,1515
0,1515
Valid
Valid
Valid
Valid
Valid
Valid
Employee Engagement
0,1515
0,1515
0,1515
0,1515
0,1515
Valid Valid Valid Valid Valid 18 Joseph F.
Hair dkk.
AuAn Introduction to Structural Equation Modeling,Ay dalam Partial Least Squares Structural Equation Modeling (PLS-SEM) Using R: A Workbook, ed.
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275 | Nazhruna: Vol.
7 Issue 2, 2024 Enhancing Teacher Performance Through Millennial Teacher Characteristics.
Work Culture, and Person-Job Fit Mediated by Employee Engagement Y1.
0,721
0,1515
Performance Y2.
0,486
0,1515
Y2.
0,511
0,1515
Y2.
0,547
0,1515
Y2.
0,527
0,1515
Y2.
0,671
0,1515
Y2.
0,572
0,1515
Y2.
0,651
0,1515
Y2.
0,643
0,1515
Y2.
0,600
0,1515
Y2.
0,666
0,1515
Y2.
0,690
0,1515
Y2.
0,713
0,1515
Sumber : Data Primer Yang Diolah, 2023.
Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid Valid The results of the validity test show that the calculated r value for each question item is greater than the r table value.
The validity of these question items as metrics indicates that the instrument effectively measures the desired concept or variable.
This validity strengthens the belief that the data produced from the instrument can be relied upon to show an accurate picture of the variables being measured.
Thus, the totality of each question from all variables can be considered valid as a metric.
Reliability measurement is carried out through the use of Cronbach's alpha, where if Cronbach's alpha points exceed 0.
60, then the questionnaire is declared reliable.
Information related to reliability test results can be accessed in Table 2 below.
Table 2 Reliability Test Results Variable Cronbach's Alpha Reliability Standards Information Characteristics of Millennial Employees (X.
Work Culture (X.
Person Job-Fit (X.
Employee Engagement (Y.
Performance (Y.
0,742 0,60 Reliable 0,853 0,60 Reliable 0,753 0,60 Reliable 0,762 0,60 Reliable 0,752 0,60 Reliable Source: Processed Primary Data, 2023.
The results of Cronbach's alpha value for the criteria variables for millennial employees, work culture, person-job fit, employee engagement, and performance show a figure that exceeds Therefore, it can be concluded that the question items from these five variables are considered reliable, so they can be relied upon as valid measuring tools to measure these Structural equation modeling test results According to the results of confirmatory factor analysis of exogenous variables, the value of the holding factor indicator variable for millennial employee characteristics is X1.
X1.
2 = 0.
77, and X1.
3 = 0.
When the five indicators are combined, the constructs that form the millennial employee characteristics variable appear unidimensional, because the overall 276 | Nazhruna: Vol.
7 Issue 2, 2024 Azhariah Rachman et al factor load value is more than 0.
The work culture variable indicator has a holding factor value of X2.
1 = 0.
X2.
2 = 0.
58, .
3 = 0.
X2.
4 = 0.
X2.
5 = 0.
30, and X2.
6 = 0.
The total value of the holding factor is more than 0.
50, so the four indicators show the construct that forms the work culture variable.
The indicator variable for people who are suitable for work has factor loading values of X3.
1 = 0.
X3.
2 = 0.
72, and X3.
3 = 0.
79, respectively.
The overall factor loading value is more than 0.
50, which shows that the three indicators form a unidimensional structure for the variable person suitable for work.
Based on the value of the results of the analysis of the supporting factors of the intervention variable, the analysis of the supporting factors of the intervention variable shows the following results: the value of the factors supporting employee involvement is 0.
Y1.
63, and Y1.
3 = 0.
72, respectively with the supporting factor value is more than 0.
Thus, the four indicators used together show that the construct forming the employee engagement variable is unidimensional.
Confirmatory factor analysis of endogenous variables shows the values of employee performance accommodating factors as follows: Y2.
1 = 0.
Y2.
2 = 0.
Y2.
3 = 0.
20, and Y2.
4 = 0.
Indicators Y2.
1 and Y2.
2 have a holding factor value of more than 0.
50, so they are suitable as indicators of employee performance variables.
To test the causality model that has been stated previously on various cause-and-effect relationships, the Full Structural Model technique is used.
The results of the Full Structural Model technique can be seen in the following image.
Full Model Analysis will determine the suitability and causality of the model being tested.
277 | Nazhruna: Vol.
7 Issue 2, 2024 Enhancing Teacher Performance Through Millennial Teacher Characteristics.
Work Culture, and Person-Job Fit Mediated by Employee Engagement Figure 1 Full SEM model Source: Processed Primary Data, 2023 Large standardized regression coefficient values .
alled "beta" or "beta" in SPSS) are shown in the results of the full model SEM analysis.
The coefficient of millennial employee characteristics on employee engagement is 0.
40, the coefficient of the influence of work culture on employee engagement is 0.
11, the coefficient of the influence of people who are suitable for the job on employee engagement is 0.
65, and the coefficient of millennial employee characteristics on employee performance is 0, 53, and the coefficient of work culture on employee performance is 0.
The results of suitability tests and statistical tests on the full SEM model can be seen in Table 3 below.
278 | Nazhruna: Vol.
7 Issue 2, 2024 Azhariah Rachman et al Table 3 SEM Full Model Fit Test Results Goodness of fit Cut off Value Analysis Results Model Chi-Square Evaluation It is expected to be 188,656 Good Chi- Square (X2tabl.
, with = 0.
05, and df = 656 then X2 table 220,990.
Probability Ou 0,05 0,480 Good
CMIN/DF
O 2.
1,329
Good
GFI
Ou 0,90 0,900 Good
AGFI
Ou 0,90 0,866 Marginal TLI
Ou 0,95 0,957 Good
CFI
Ou 0,95 0,964 Good
RMSEA
O 0,08
0,045
Good Source: Processed Primary Data, 2023 The results of the pattern fit test show that the chi-square value is 188.
656 from the chisquare table of 220.
990 with sig 0.
480 > = 0.
05, which explains that the covariance matrix between predictions and actual observations is the same.
On the other hand, the model fit test results show that the CMIN/DF.
TLI.
CFI.
RMSEA, and GFI values correspond to the specified cut-off values, but the AGFI values are smaller than the specified cut-off values.
The results show that the SEM model used can be categorized well to describe the casualty relationship of the factors used.
This research activity used 105 samples, which met the minimum requirement of 100 samples for evaluating the goodness-of-fit criteria for SEM assumptions.
To ensure that the normality assumption can be met for data collected from questionnaires, the data distribution must be examined.
The normality test results are shown in the table.
Table 4 Normality Assumption Test Results Variable Y2.
X2.
X3.
X3.
X3.
X2.
X2.
X2.
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Min 279 | Nazhruna: Vol.
7 Issue 2, 2024 Max Enhancing Teacher Performance Through Millennial Teacher Characteristics.
Work Culture, and Person-Job Fit Mediated by Employee Engagement Y1.
Y1.
Y1.
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Multivariate Sumber : Data Primer diolah, 2023.
All indicators for the variables investigated show critical ratio .
) values in the range 58 to 2.
58 in the normality test results.
This indicates that all elements in the variable are considered normally distributed.
The multicollinearity test shows results on the determinant of the sample covariance matrix of 0.
Even though this number is still above zero and there is no warning from the computer regarding multicollinearity and singularity, it can be concluded that there are no problems with multicollinearity and singularity in the analysis.
Hypothesis testing is carried out based on the critical ratio .
value and significance level .
) on the regression weight.
To accept the hypothesis, a CR value greater than or equal 00 is required, and a significance level .
) is less than or equal to = 0.
Information regarding the r-value and significance level between hypothesized variables can be found in the Table 5 Hypothesis Testing Results Endogen Eksogen Estimate *** <--- <--- <--- <--- <--- <--- <--- Information Significant Significant *** Significant *** Significant 005 Significant 004 Significant *** Significant *** The results in Table 5 show the first hypothesis test regarding the characteristics of millennial employees, work culture, and person-job fit on employee engagement.
The critical ratio value shows that millennial employee characteristics are 2.
056, work culture is 3.
458, and person-job fit is 3.
All critical ratio values of these variables are greater than 2, meeting the requirements for accepting the hypothesis.
Furthermore, the p-value for each variable is 0.
000, which is less than the significance level = 0.
05, which is also a condition for accepting the hypothesis.
Thus, based on the results obtained, the first hypothesis which states that millennial employee characteristics, work culture, and person-job fit influence employee engagement can be accepted or tested.
The second hypothesis test regarding the characteristics of millennial employees, work culture, and person-job fit on employee performance shows the critical ratio .
value of each 280 | Nazhruna: Vol.
7 Issue 2, 2024 Azhariah Rachman et al The characteristics of millennial employees have a CR value of 3.
983, a work culture 514, and a person-job fit of 2.
All critical ratio .
values of these variables exceed the value 2, meeting the hypothesis acceptance criteria.
In addition, the p-values for millennial employee characteristics, work culture, and person-job fit are 0.
000, 0.
046, and 0.
004 respectively.
All p values are less than the significance level = 0.
05, which is the condition for accepting the hypothesis.
Therefore, based on the values obtained for each variable, the second hypothesis which states that millennial employee characteristics, work culture, and person-job fit have a significant influence on employee performance can be accepted or tested.
The third hypothesis test regarding employee engagement on performance shows that the critical ratio .
value for employee engagement is 3.
481, exceeding the hypothesis acceptance requirement set at value 2.
The p-value obtained at 0.
000 is also smaller than the significance level of = 0.
05, and meets the hypothesis acceptance criteria.
Based on these results, it can be concluded that the third hypothesis which states that employee engagement has a significant influence on performance can be accepted or tested.
In the fourth hypothesis test regarding the characteristics of millennial employees, work culture, and person-job fit on employee performance through employee engagement, the analysis was carried out by paying attention to the direct and total effects listed in Table 6.
Table 6 Standardized direct and total effects Variable Standardized Direct Effect Standardized Total Effect Based on the analysis of direct and total influence, it can be stated that the direct influence of millennial employee characteristics, work culture, and person-job fit on employee performance is as follows: millennial employee characteristics are 0.
219, work culture is 0.
and person-job fit is 0.
Meanwhile, the total influence of millennial employee characteristics, work culture, and person-job fit on performance through employee engagement shows a value of millennial employee characteristics of 0.
324, work culture of 0.
262, and person-job fit of Considering that the total effect is greater than the direct effect, it can be concluded that the fourth hypothesis which states that millennial employee characteristics, work culture, and person-job fit have a significant effect on performance through employee engagement has been Discussion The proven influence of millennial employee characteristics, work culture, and personjob fit on employee engagement can be interpreted as an indicator that teacher performance can increase the level of employee engagement if the organization can provide confidence and certainty regarding the future, respect its members, and create a comfortable work 281 | Nazhruna: Vol.
7 Issue 2, 2024 Enhancing Teacher Performance Through Millennial Teacher Characteristics.
Work Culture, and Person-Job Fit Mediated by Employee Engagement 19 The characteristics of millennial employees, defined as individuals born between 1980-2000, are characterized by being connected, confident, and creative.
These characteristics have a significant impact on employee engagement levels.
Organizations need to manage the level of self-confidence of millennial employees so that it is not excessive it does not disrupt a conducive working atmosphere.
These findings strengthen the results of previous research conducted by Widjaja.
Work culture is a series of assumptions or beliefs that are shared by members of an organization, including discipline, openness, mutual respect, and cooperation.
The influence of work culture on employee engagement can be explained by the fact that if management emphasizes openness, mutual trust, effective communication, and rewards member performance, this will build emotional relationships between leaders and members while strengthening the commitment of organizational members.
This concept is in line with the theory introduced by Robin.
Person job fit is a concept that includes the suitability of individual characteristics, such as abilities, attitudes, and interests, to their work environment.
The influence of person-job fit on employee engagement can be explained by a person's comfort in remaining in an organization when these three aspects are fulfilled well.
strong relationship between person-job fit and employee engagement.
When individuals feel that their abilities, attitudes, and interests match or match the demands and work environment of the organization, this tends to increase their comfort level.
In turn, this comfort contributes positively to the level of employee Individuals who feel a match between their characteristics and the work they do tend to feel more satisfied and connected with their work.
The continuation of this positive working relationship can increase employee engagement, which includes aspects such as emotional involvement, dedication to work, and motivation to make maximum contributions.
Therefore, ensuring good person-job fit can be an important strategy for organizations to increase employee engagement levels and, in turn, advance overall organizational productivity and The characteristics of respondents show that organizations that integrate technology in the implementation of the main tasks and functions of their members, and actively carry out technological updates, have a significant positive impact in facilitating organizational members 19 Yusaini Yusaini dkk.
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AuThe Role of E-Governance in Improving Local Governments Performance (Case Study: Sumbawa Regenc.
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Teori organisasi : Struktur, desain dan aplikasi.
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282 | Nazhruna: Vol.
7 Issue 2, 2024 Azhariah Rachman et al in carrying out their duties.
22 This is one of the key factors that play a strong role in increasing employee engagement.
23 This statement is in line with the views expressed by Othman et all.
The results of hypothesis testing show that millennial employee characteristics, work culture, and person-job fit have a significant influence on performance.
This finding can be interpreted that teacher performance will tend to be optimal when the characteristics of millennial employees are prominent, which include involvement in self-development by acquiring new knowledge and improving skills, compared to focusing only on routine work Apart from that, a strong work culture and the existence of suitability between the individual and the job .
erson job fi.
which is reflected in abilities, attitudes, and interests, also make a positive contribution to performance.
This finding is in line with the concept that defines Person-Job Fit as harmony between work and individual values, goals, and interests.
Furthermore, the results of this study support the results of previous research conducted by,25 which shows that person-job fit influences the performance of organizational members.
The success of a teacher's performance can be seen from the performance achieved by his employees, this is because an employee within the organization tries to determine and form something that can accommodate the interests of all parties so that they can carry out activities.
Employee activities are measured by employee performance through, quality of work, quantity of work, cooperation, initiative, and personal qualities, and as a form of employee performance, namely cooperativeness, especially employees who can complete all tasks and responsibilities listed in the job description.
Based on the results of hypothesis testing, it appears that employee engagement has a significant influence on performance.
This shows that organizational members who are actively involved dare to voice their opinions, understand the organization's vision and mission, and have clarity in carrying out their duties.
They also focus on maintaining and improving the organization's reputation through a proactive attitude in working, providing suggestions, and remaining loyal to the organization, even though they are faced with various offers and career opportunities elsewhere.
22 Fitria Damayanti dkk.
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283 | Nazhruna: Vol.
7 Issue 2, 2024 Enhancing Teacher Performance Through Millennial Teacher Characteristics.
Work Culture, and Person-Job Fit Mediated by Employee Engagement The test results are consistent with the views put forward by Ekhsan,26 where employee engagement is formed through three main elements, namely positive attitude, commitment, and initiative which have a positive impact on organizational performance.
From the results of the SEM analysis, it can be concluded that the overall influence of millennial employee characteristics, work culture, and person-job fit on performance through employee engagement is more dominant than the direct influence of millennial employee characteristics, work culture, and person-job fit on teacher performance.
27 These findings confirm that employee engagement acts as an effective intervening variable in improving teacher performance, strengthening the relationship between millennial employee characteristics, work culture, and person-job fit with optimal work results.
The role of employee engagement as a mediator between millennial employee characteristics and employee performance is under research findings conducted by Jolly Sahni,28 The study shows that employee engagement plays an important role in helping employees realize that they are an integral part of the organization.
As a result, employees experience an emotional connection with the organization and show high involvement in their work, with great enthusiasm for achieving company success.
They tend to work diligently, and this is considered a form of employment contract agreement, where they commit to giving maximum effort for the growth and success that has become part of their identity.
The results of this research show that the connected characteristics of millennial employees reflect the most important aspect in developing cooperation with colleagues .
when carrying out tasks.
The ability of an organizational member to build good relationships with colleagues .
in the context of tasks can make a significant contribution to building trust and creating transparency in the work environment.
CONCLUSION
Millennial Employees.
Work Culture, and Person Job Fit have a significant impact on Employee Engagement.
The meaning of this research finding is that organizations can provide confidence and certainty to their members regarding the future, by developing a culture that emphasizes openness, mutual trust, and good communication.
effective, and appreciating the performance of its members, can create a strong emotional relationship between leaders and Meanwhile, providing technology that makes it easier for employees to carry out their duties is also an important factor.
Furthermore, the findings show that the characteristics of Ekhsan dan Taopik.
AuPeran Mediasi Employee Engagement Pada Pengaruh Talent Management Terhadap Employee Retention | Ekhsan | Jurnal Pengembangan Wiraswasta.
Ay 27 Mira Mareta dan Muhammad Muhammad.
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Syamsul Kurniawan dan Muhammad Miftah.
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28 Jolly Sahni.
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Iwan Sukoco.
Dian Nur FuAoadah, dan Zaenal Muttaqin.
Auwork engagement karyawan generasi milenial pada pt.
x bandung,Ay AdBispreneur : Jurnal Pemikiran dan Penelitian Administrasi Bisnis Kewirausahaan .
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284 | Nazhruna: Vol.
7 Issue 2, 2024 Azhariah Rachman et al millennial employees, work culture, and individual job fit (Person Job Fi.
have a significant impact on employee performance.
This indicates that the organization values the achievements of its members, especially in terms of Person Job Fit which allows members to get jobs based on their interests and talents.
In addition, the findings show that Employee Engagement has a significant impact on employee performance.
This indicates that organizational members who clearly understand their vision, mission, and duties, and are focused on fighting to maintain the organization's reputation, will tend to have high performance.
Furthermore, the findings show that efforts to increase Employee Engagement through millennial employee characteristics, work culture, and Person-Job Fit have the potential to make a positive contribution to improving employee performance.
Based on the results of this research, the researcher provides the following recommendations for teachers to increase employee engagement, so teachers need to be focused and given stimulation to trigger teachers to be more innovative in their work so that they can improve teacher performance and further research to evaluate the variables of this research on the population.
different and increase the size of the population.
This research has several limitations, including the following, this research is a small part of the scope of human resources so it is necessary to retest this method by adding variables that are not included in this research.
The sample size is still relatively small.
The research time is relatively short so it can make it less optimal to obtain data.
The research was conducted using a questionnaire with Google Forms, so the researchers did not meet the respondents directly.
This caused researchers not to pay too much attention to how to fill out the questionnaire.
REFERENCES