Are Perceived Organizational Support and Flexible Working Arrangement Able to Influence Employee Engagement among Millennials?

Dody Pratama Marumpe · Titik Rosnani · Heriyadi · Yulyanti Fahruna · Arman Jaya

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Employee Performance and Management Job Satisfaction and Organizational Behavior Work-Family Balance Challenges

Abstract

Aims: This study aims to find out the influence of Perceived Organizational and Flexible Working Arrangements on Employee Engagement among millennials while Work/Life Balance is an intervening variable. Study Design: This study used quantitative methods. The data was collected using an online questionnaire. This study involved Millennials as a sample with 151 respondents who came from various kinds of companies. Place and Duration of Study: The study was taken place at Palopo, South Sulawesi. This study was conducted between March and May 2018. Methodology: This study involved 151 respondents and was conducted in Palopo. The respondents came from various companies and institutions such as Government-owned companies, Banking companies, Private companies, Educational institutions, Finance companies, Insurance companies, etc. Results: Hypothesis 1, Perceived Organizational Support on Work/Life Balance produces T statistics values of 5.630 with a probability of 0.000. The test results show that the probability

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1986Perceived organizational support.2004Work and family research in IO/OB: Content analysis and review of the literature (1980–2002)2003The relation between work–family balance and quality of life 1999Flexible and compressed workweek schedules: A meta-analysis of their effects on work-related criteria.2001Finding an Extra Day a Week: The Positive Influence of Perceived Job Flexibility on Work and Family Life Balance*2008The relationship of perceived flexibility, supportive work–life policies, and use of formal flexible arrangements and occasional flexibility to employee engagement and expected retention 2008The multi-generational workforce: Workplace flexibility and engagement 2011Work engagement, work commitment and their association with well‐being in health care

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