The Role Of Organizational Culture In The Generation Gap To Minimize Work Conflicts In LPP TVRI
DOI:
https://doi.org/10.30587/jurnalmanajerial.v13i01.11068Keywords:
Organizational Culture, Age Generation Gap, Workplace Conflict, State Civil Service (ASN) BerAKHLAKAbstract
Background – The increasing coexistence of Generation X, Y, and Z in public sector organizations has intensified differences in work characteristics, values, and communication styles, which may trigger workplace conflict and reduce organizational effectiveness. In LPP TVRI, as Indonesia’s public broadcasting institution undergoing bureaucratic reform and digital transformation, managing generational diversity has become a critical challenge. Previous studies emphasize that a strong organizational culture can bridge generational differences and foster collaboration. In this context, the ASN core values BerAKHLAK are expected to serve as a shared foundation for harmonizing intergenerational interactions.
Aim – This study aims to analyze the role of organizational culture through the internalization of ASN BerAKHLAK values in bridging generational gaps among Generation X, Y, and Z to minimize workplace conflict at LPP TVRI.
Design / methodology / approach – This research adopts a qualitative descriptive approach. Data were collected through Focus Group Discussions (FGDs) to 15 respondents involving employees representing Generation X, Y, and Z at LPP TVRI. The data were analyzed using thematic analysis to identify generational characteristics, sources of conflict, and the mediating role of organizational culture and leadership in strengthening intergenerational collaboration.
Findings – The findings indicate that generational gaps primarily occur in work speed, adaptability to technology, and communication styles. Generation X emphasizes experience and stability, Generation Y values flexibility and teamwork, while Generation Z demonstrates high digital orientation. The implementation of ASN BerAKHLAK values effectively reduces potential conflict by promoting mutual respect, accountability, adaptability, and collaboration, thereby supporting intergenerational synergy.
Conclusion - This study concludes that organizational culture plays an important role in bridging the generational gap among Generation X, Y, and Z at LPP TVRI. The internalization of ASN BerAKHLAK values serves as an effective shared guideline to minimize workplace conflict by fostering mutual respect, adaptability, and collaboration. Inclusive leadership further strengthens the role of organizational culture in enhancing cross-generational work effectiveness.
Research implication – This study contributes to management studies by highlighting the importance of organizational culture in managing generational diversity within public sector organizations. Practically, it recommends strengthening leadership roles, coaching, and balanced competency development to enhance sustainable intergenerational collaboration.
Limitations – This study is limited to a single public organization and relies on qualitative data, which may limit generalizability.
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