Fetty Poerwita Sary

Entrepreneurship contributes to the country's economy, but the low number of entrepreneurs in Indonesia indicates the need for research on the entrepreneurial intentions of business actors. The purpose of this study examines the interaction of entrepreneurial mindset and self-efficacy with entrepreneurial intention in the context of business actors in Indonesia. Data collection was conducted by distributing questionnaires to 129 respondents, which were then further processed. carry on using SEM-Second Order. Research results show that Entrepreneurial mindset plays a significant role in shaping the self-efficacy and entrepreneurial intention of MSMEs in Indonesia. Another interesting finding in this study is that self-efficacy does not play a significant role in influencing entrepreneurial intention. This expected can contribute to knowledge that explains that in the context of MSMEs in Indonesia, the entrepreneurial intentions of MSME actors can improved with change the entrepreneurial mindset.

As a generation that grew up in the digital era with rapid technological advances and fast access to information, this affects their perspective on the workforce, shaping their expectations and values. This study focuses on the phenomenon of minimum loyalty from Generation Z employees in Indonesia, highlighting that their loyalty is significantly influenced by factors such as the work environment and ethical leadership. This research utilizes a quantitative approach, drawing on data from literature reviews and the distribution of questionnaires. This study employs Structural Equation Modeling (SEM), specifically the Smart Partial Least Squares (SmartPLS) method, to examine the direct relationship and mediating effects among variables. The results of this study suggest that the work environment has a significant impact on employee loyalty and work motivation. Additionally, there is a relationship between the work environment and ethical leadership, which fosters employee loyalty through increased work motivation. In conclusion, all hypotheses in this study are accepted, indicating that a good work environment and ethical leadership can enhance employee loyalty. The work environment and ethical leadership are closely correlated, enhancing work motivation and potentially leading to greater employee loyalty.

Not all educators have sufficient skills and experience in writing books, especially for young educators who are still in the early stages of their academic careers. To overcome these problems, a training program is needed that can provide an in-depth understanding of effective book writing techniques and strategies as well as assistance in the compilation process. Therefore, this Community Service activity is designed to provide book writing training to more than 60 young educators at the FKIP, University of Bengkulu with methods that include lectures, demonstrations, and Question and Answers sessions. To measure the effectiveness of this activity, we employ Mann-Whitney test procedure. The training proven to have significant improvement effect on the participants score results of their book writing knowledge.

The rapid growth of startup companies in Indonesia, driven by digitalization, has positioned Generation Z as a significant part of the workforce. This generation is known for being highly adaptive to technology and strongly oriented toward personal values. However, their high turnover intention presents a major challenge for organizational sustainability. Given their dynamic and selective nature in choosing workplaces, it is crucial to understand the factors influencing their decision to stay. Two key factors are job satisfaction and organizational commitment, which reflect both professional fulfillment and employees’ attachment to their organizations. This study aims to examine the influence of job satisfaction and organizational commitment on turnover intention among Generation Z employees in startup companies. A quantitative approach was used, involving a survey of 280 Gen Z employees from various startups. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results show that both job satisfaction and organizational commitment have a significant negative effect on turnover intention. In other words, higher levels of satisfaction and commitment are associated with a lower tendency to leave the organization. These findings offer practical insights for startup management in developing more effective retention strategies tailored to Generation Z characteristics. Enhancing job satisfaction and strengthening organizational commitment are key to fostering a stable and productive work environment.

The pharmaceutical manufacturing industry in Indonesia faces increasing challenges in attracting Generation Z talent. Understanding the factors influencing their intention to apply for a job is crucial for maintaining competitiveness and innovation. Generation Z has a lower intention to apply for jobs in the manufacturing sector compared to the informal and service sectors. This is due to their preference for flexibility and autonomy, which are often limited in manufacturing. The strict regulations to ensure product quality and safety, rural factory locations, and shift-based work systems make manufacturing less appealing to them. This study aims to identify the factors influencing the intention to apply for a job among Generation Z in Indonesia’s pharmaceutical manufacturing sector. A quantitative approach was used, involving 204 Generation Z employees across Indonesia. Most respondents are contract-based with less than two years of experience, offering insights into early-career perspectives. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) with SmartPLS. The results show that job characteristics significantly influence the intention to apply for a job, both directly and indirectly through employer attractiveness. Employer attractiveness also has a significant direct effect on the intention to apply for a job. These findings suggest that improving job design and strengthening employer branding are effective strategies to attract Generation Z. The study offers practical implications for HR practices in the pharmaceutical manufacturing industry.

Penelitian ini bertujuan untuk menginvestigasi pengaruh work-life balance dan lingkungan kerja terhadap turnover intention pada karyawan Generasi Z di Kota Bandung. Dengan semakin banyaknya karyawan Generasi Z yang memasuki pasar kerja namun memiliki kecenderungan turnover intention yang tinggi, penelitian ini menggunakan pendekatan kuantitatif dengan teknik purposive sampling, memilih responden yang merupakan karyawan Generasi Z dengan pengalaman kerja minimal satu tahun. Penentuan sampel dilakukan menggunakan rumus Cochran, menghasilkan 100 responden dengan tingkat kepercayaan 95% dan margin of error 10%. Data dikumpulkan melalui kuesioner online yang disusun berdasarkan indikator work-life balance, lingkungan kerja, dan turnover intention yang diadaptasi dari teori dan penelitian sebelumnya. Hasil penelitian menunjukkan bahwa work-life balance berpengaruh negatif signifikan terhadap turnover intention, sementara lingkungan kerja tidak menunjukkan pengaruh signifikan secara parsial, tetapi memiliki pengaruh secara simultan bersama work-life balance terhadap turnover intention. Kontribusi praktis dari penelitian ini memberikan wawasan bagi perusahaan untuk merancang kebijakan yang mendukung keseimbangan kehidupan kerja dan menciptakan lingkungan kerja yang positif guna menurunkan turnover intention, terutama pada karyawan Generasi Z. Temuan ini dapat menjadi dasar untuk pengembangan program yang lebih efektif dalam meningkatkan kepuasan dan retensi karyawan Generasi Z di Kota Bandung.