Performance Model Authomatic Train Operator Millennial Generation
Abstract
Background – MRT and LRT are Automatic Train needed operators who had high performance that support the company's performance with adequate technical competence and good safety culture. Besides, it was also supported by Quality of Work Life so that the technical competence and safety culture played a maximum role. The existence of Quality of Work Life was expected to support the improvement of HR performance. However, there was a gap between the characteristics of the millennial generation at Automatic Train operators who were dynamic and easily bored with the type of work that was static and monotonous.
Purpose – This study aims to analyze the influence of technical competence and safety culture on HR performance directly and through Quality of Work Life as an intervening variable.
Design/methodology/approach – This research is a quantitative research using survey method. The sample of this research are 6 type of jobs at the automatic train operator MRT Jakarta and LRT Jakarta which was taken using proportional random sampling, totaling approximately 200 people. The research data analyzed using SEM.
Findings – Technical competence and safety culture had a direct effect on the human resources performance of automatic train operators at MRT and LRT Jakarta. However, Quality of Work Life did not have a role in supporting the influence of technical competence and safety culture on the HR performance of Automatic Train operators millennial generations. Quality of Work Life was not able to encourage the influence of technical competence and safety culture on the human resources performance of Automatic Train operators at MRT and LRT Jakarta.
Research limitations– This study was limited in the efforts to analyze the relationship between variables using a closed questionnaire, so it could not explore the background of the respondents in dealing with jobs that were not in accordance with their characteristics.
Originality/value – The originality of this research was in the sample of the study, the Automatic Train operator at MRT and LRT Jakarta, which was the millennial generation which based on theory tended to have dynamic characteristics and did not like monotonous work. Thus, this study was more representative in describing the performance conditions of millennial HR who work in places that were contradictory to their characteristics. So far there had been no research that raises the performance of HR with contradictory samples between the characteristics and types of work.
