This study was applied as a main methodology to

Thischapter presents the methodology of the research which explains the methodologythat study has used in order to answer the research question and fulfill theobjective of this research. This study was used a partially mixed sequentialdominant status design which the results of the quantitative part will give apractical foundation for following qualitative investigation (Leech &Onwuegbuzie, 2009). Quantitative method in this study was applied as a mainmethodology to answer the research question included the sub questions.

Qualitative method is used to give this study more insights and to elaborateand to clarify the findings from the quantitative method. 3.1 Quantitative phase3.1.1 SampleThepopulation in this study is the millennials who are working in tech-startupcompanies in Indonesia.

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Since this population cannot be found or almost finite,convenience sampling was used for this study. Convenience sampling is a type ofnon-random sampling that is choosing the member of target population if itencounters the certain criteria such as accessible respondents, have awillingness to participate as long as it fits the sample, available at thegiven time and location factors (Etikan etal, 2015). The researcher designed online questionnaire for the respondentsand collected 165 respondents for this study. Unfortunately, since one of thequestion in the online questionnaire was made to control the status ofrespondents if they are currently working in the tech-startup companies or not,only 122 respondents were valid and furtherly discussed to answer the researchquestions. 3.1.2 Secondarydata collectionSecondarydata collection will be used by the author as a literature review of this projectas a relevant background information to contextualize the situation (Collis andHussey, 2014).

  This author has beenconducting secondary research to find suitable articles and journals related tocareer expectation, millennial generation or Gen Y, employee engagement, techstartup company in Indonesia and the business research.  3.1.3 PilotstudyApilot study was executed to confirm the online questionnaire worked as itexpected. The participants for the pilot study were requested to check if the linkof the online questionnaire functioned properly, understood all of thequestions that were asked, got very clear instructions and checked if there wasa grammar and spelling mistakes.  3.1.4 Datacollection procedureThis study has been executed within themillennial workers in tech-startup companies in Indonesia.

The onlinequestionnaire was distributed to several connections of the researcher andasked them to share the questionnaire among their colleagues in the companies. Theonline questionnaire was available over a period of three weeks. The online questionnairehad four parts. The first part was asking about demographic questions such asage, gender, education level, length of service and employment status. For thesecond part, the online questionnaire was asked about measurement of employeeengagement and for the third and the fourth part were asked about thecareer-related expectations.

To keep the respondents as an anonymous, theonline questionnaire did not ask about the personal information. Moreover, theonline questionnaire was distributed through social media and personalapproach. In the message that was written during distributing thequestionnaire, it contained some information about the study as and a link thatdirected them to the online questionnaire. Finally, when an acceptable numberof respondents has been reached, the data was analyzed by using the statisticalanalysis tool which this study used the SPSS in attempt to give the informationabout the statistical analysis.  3.1.5 MeasuresFor dependent variable whichis employee engagement, all of the questions about the level of engagement weremeasured by means of Likert scale that contained with 5 options of answer fromstrongly disagree until strongly agree.

For the independent variable,career-related expectation, for work attributes indicator, the questions alsowere asked with Likert scale but for career advancement and salary expectation,the questions were asked by using a modified version of two scale that has beenapplied from research paper by Ng et al (2010).  3.1.5.1 Employee engagementmeasurementThe employee engagement levelin this study has conducted by using the Ultreacht Work Engagement Scale (UWES)which developed by Schaufeli et al (2001).

By using UWES, employee engagementhas measured by three constituting aspects which were vigor, dedication, andabsorption and consists of 17 questions. Based on the results from descriptiveanalysis (please see results section), this variable proved to have a reliablevalue (? = .905).  3.1.

5.1 Career-relatedexpectation measurementThe questions for thecareer-related expectation for millennial was developed by Ng et al (2010).Career-related expectation consists of three elements included careersadvancement expectation, salary expectation and work attributes expectationwhich will be importantly considered when it comes to making their jobdecisions. Career advancement expectation has measured by two aspects which arethey willing to accept a non- ideal job and would like to find one employer forthe whole career. Moreover, for the salary and reward expectation, therespondents were asked about the initial salary that they received are met ornot with their expectation and the salary that millennial would be expectedfive years from now and how soon they want to get promotion in their organization.In addition, for the work attributes, the respondents were filled 16 questions aboutwork attributes expectation which contains the consideration of millennials tomake job decisions. For this section, this study used a 5-point scale (1 = notat all important; 5 = essential).

Based on the results from descriptiveanalysis (please see results section), this variable proved to have a reliablevalue (? = .812). 3.2 Qualitative phaseBasedon the research question including the sub questions, literature review and theoutput of the quantitative method, the qualitative phase followed to give moreinsights regarding career-related expectation and employee engagement amongmillennial workers in tech-startup companies in Indonesia. The respondents ofthis interview were two HR practitioners and two millennials which both of themare from Indonesia. An email of invitation and explanation about this study wassent to these respondents before conducting the interview. The interview foreach individual has a duration of maximal 20 – 30 minutes.

Moreover, theinterviewees had to answer semi-structures questions that related tocharacteristics of millennials in the workplace, their career-related expectationand their engagement to the companies. (For the interview details please referto appendix B). A comparison of all interviews answers was used to give moreinsight to the results from quantitative method.