American Journal of Economic and Management Business (AJEMB)

The Effect of Work-Life Balance on Organizational Commitment and Turnover Intention of Millennial Generation Employees

Berlianingsih Kusuma — 2024-10-22

The millennial generation, born during the rapid advancement of technology, highly values the balance between work and personal life. However, an inadequate balance between these two aspects often contributes to a high turnover intention among employees. This study introduces a novel approach by examining the influence of Work-Life Balance (WLB) on organizational commitment and turnover intention specifically among millennial employees, a demographic under increasing focus in the modern workforce. The objective of this research is to analyze how WLB affects both organizational commitment and the intention to leave the job in the context of this generation. A quantitative method was employed, using a questionnaire to collect data from 100 respondents at PT. X through purposive sampling. The results reveal that WLB significantly impacts organizational commitment and reduces turnover intention. Employees who experience a balanced work and personal life are more likely to be satisfied, motivated, and emotionally engaged with the organization, leading to lower turnover rates. Conversely, a poor balance can result in dissatisfaction and stress. The practical implications of this research suggest that organizations, especially those seeking to retain millennial talent, should prioritize fostering a supportive environment for WLB to enhance employee retention and commitment. The study’s focus on millennials offers a fresh perspective that could influence HR practices and policies in the evolving world of work.

The Impact of ESG Disclosures on Financial Performance: Evidence from ASEAN-Listed Companies

Aman Khan Burki — 2024-10-28

With increasing global emphasis on sustainability, corporate transparency in ESG practices has become a critical factor for investors and stakeholders. This study investigates the impact of Environmental, Social, and Governance (ESG) disclosures on the financial performance of listed companies in ASEAN countries. This research employs a dynamic Generalized Method of Moments (GMM) approach to address endogeneity concerns and assess the relationship between ESG disclosure and financial performance indicators such as return on assets (ROA), return on equity (ROE), and market value. Using panel data from ASEAN-listed firms over the period 2013-2022, the findings show that firms with strong historical performance tend to maintain profitability, while ESG disclosures positively influence financial outcomes by enhancing investor confidence and risk management. Larger firms benefit from economies of scale, while excessive leverage reduces profitability. Favorable macroeconomic conditions, such as GDP growth, also play a crucial role in boosting firm profitability. Policymakers should mandate ESG disclosure frameworks, incentivize sustainable practices, and provide financial support to smaller firms. Promoting responsible debt management and ensuring macroeconomic stability through favorable trade policies will also enhance firm profitability and long-term economic growth.

Application of Talent Management Model in Improving the Company's Competitiveness in the Global Market

Khalifachri Albi — 2024-10-22

Competition in the global market increasingly demands that companies remain competitive and excel in their industries. One of the key factors in achieving a competitive advantage is effective human resource management. Talent management, as a strategy for attracting, developing, and retaining top talent, is crucial for organizations to face market challenges and dynamic changes. Companies that implement talent management strategies tend to achieve higher performance outcomes than their competitors. This study aims to evaluate talent management models in companies operating in the global market and analyze how these strategies enhance corporate competitiveness. The research employs a descriptive qualitative approach, with data gathered from various literature studies. Quantitative data such as employee retention rates, productivity levels, and innovation indexes were also considered to highlight the measurable impact of talent management. The data was analyzed through filtering, presentation, and conclusion-making stages. Results show that implementing talent management models significantly strengthens a company’s competitive position. For example, companies that implemented talent management strategies saw an average 15% increase in employee retention and a 10% rise in innovation outputs. These improvements in innovation, productivity, and operational efficiency demonstrate that the correct application of a talent management model can serve as a sustainable competitive advantage in the global market.