Relationships between variables and indicators
| Variable | Indicators | Hypothesis |
|---|---|---|
| The commitment continues (Kok) | Losses leave the company, and losses remain in the company | H1(P5). Continuous commitment affects the performance of millennial employees |
| H6(P1). Continuous commitment affects the job satisfaction of millennial employees | ||
| H10(P1, P7). Continuous commitment affects the performance of millennial employees through job satisfaction | ||
| Task Complexity (KoT) | The difficulty of the task and the receipt of the job | H2 (P6). The complexity of tasks affects the performance of millennial employees |
| H7(P2). The complexity of the task affects the job satisfaction of millennial employees | ||
| H11(P2,P7). The complexity of tasks affects the performance of millennial employees through job satisfaction | ||
| Professional competence (KoP) | Intellectual (skill, knowledge), Emotional, Social | H3 (P8). Professional competence affects the performance of millennial employees |
| H8 (P3). Professional competence affects the job satisfaction of millennial employees | ||
| H12 (P3, P7). Professional competence affects the performance of millennial employees through job satisfaction | ||
| Personal Value (PeV) | Power, achievement, hedonism, stimulation, self-direction, universalism, benevolence, tradition, conformity, security | H4 (P9). The personal value affects the performance of millennial employees |
| H9 (P4). The personal value affects the job satisfaction of millennial employees | ||
| H13 (P4, P7). The personal value affects the performance of millennial employees through job satisfaction | ||
| Job Satisfaction (KSK) | Satisfaction with work, rewards, supervision of superiors, workload, promotion opportunities | H5 (P7). Job satisfaction affects the performance of millennial employees |
| Variable | Indicators | Hypothesis |
|---|---|---|
| The commitment continues (Kok) | Losses leave the company, and losses remain in the company | H1(P5). Continuous commitment affects the performance of millennial employees |
| H6(P1). Continuous commitment affects the job satisfaction of millennial employees | ||
| H10(P1, P7). Continuous commitment affects the performance of millennial employees through job satisfaction | ||
| Task Complexity (KoT) | The difficulty of the task and the receipt of the job | H2 (P6). The complexity of tasks affects the performance of millennial employees |
| H7(P2). The complexity of the task affects the job satisfaction of millennial employees | ||
| H11(P2,P7). The complexity of tasks affects the performance of millennial employees through job satisfaction | ||
| Professional competence (KoP) | Intellectual (skill, knowledge), Emotional, Social | H3 (P8). Professional competence affects the performance of millennial employees |
| H8 (P3). Professional competence affects the job satisfaction of millennial employees | ||
| H12 (P3, P7). Professional competence affects the performance of millennial employees through job satisfaction | ||
| Personal Value (PeV) | Power, achievement, hedonism, stimulation, self-direction, universalism, benevolence, tradition, conformity, security | H4 (P9). The personal value affects the performance of millennial employees |
| H9 (P4). The personal value affects the job satisfaction of millennial employees | ||
| H13 (P4, P7). The personal value affects the performance of millennial employees through job satisfaction | ||
| Job Satisfaction (KSK) | Satisfaction with work, rewards, supervision of superiors, workload, promotion opportunities | H5 (P7). Job satisfaction affects the performance of millennial employees |
Note(s): Table by authors
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