Realities and expectations of young Indonesian workers in offshore oil and gas industry

https://doi.org/10.35912/ahrmr.v5i2.2992
Published: Jul 3, 2025

Abstract:

Purpose: This study aims to explore the gap between work expectations and actual workplace realities from the perspective of young Indonesian workers in the offshore oil and gas industry, focusing on how such discrepancies affect job satisfaction, psychological well-being, and organizational loyalty.

Research Methodology: An exploratory qualitative approach was employed, involving semi-structured in-depth interviews with 15 offshore workers aged 22–35, located in Natuna and the Java Sea. The data were analyzed using thematic analysis framework, which enabled systematic identification of recurring themes related to expectations, psychological stress, and retention.

Results: Findings reveal that young workers’ expectations are shaped by media portrayals and institutional narratives that glamorize offshore work. However, the realities long shifts, isolation, and psychological strain often lead to disillusionment. Many participants experienced cognitive dissonance, reduced job satisfaction, and a strong intention to resign. The study also uncovered a psychological entrapment phenomenon, where workers remained not out of satisfaction but due to a lack of viable alternatives.

Conclusions: The Expectation-Disconfirmation Theory and Psychological Contract Theory effectively explain the disconnect between expectations and job experiences. In offshore contexts, misalignment can significantly impact worker loyalty and mental health.

Limitations: The study is limited in sample size (15 participants) and geographic scope (Natuna and Java Sea). It also lacks managerial or HR perspectives, restricting organizational-level analysis.

Contribution: This study offers practical implications for HR management in high-risk industries, emphasizing realistic recruitment, mental preparedness, and integrated psychological support. It also contributes novel insights into the concept of psychological entrapment in early-career professionals.

Keywords:
1. Job Expectations
2. Job Satisfaction
3. Offshore Oil and Gas
4. Organizational Loyalty
5. Psychological Entrapment
6. Thematic Analysis
7. Young Workers
Authors:
1 . Aswin Syapii Harahap
Air Marshal Suryadarma University, Jakarta, Indonesia
2 . Sri Yanthy Yosepha
Air Marshal Suryadarma University, Jakarta, Indonesia
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How to Cite
Harahap, A. S., & Yosepha, S. Y. (2025). Realities and expectations of young Indonesian workers in offshore oil and gas industry. Annals of Human Resource Management Research, 5(2), 369–379. https://doi.org/10.35912/ahrmr.v5i2.2992
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Issue & Section
Vol. 5 No. 2 (2025): June
Articles
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References

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    Tran, T.-T., Nguyen, T.-T., & Nguyen, N.-T. (2025). Determinants Influencing Job-Hopping Behavior and Turnover Intention: An Investigation Among Gen Z in the Marketing Field. Asia Pacific Management Review, 30(2), 1-10. doi:https://doi.org/10.1016/j.apmrv.2025.100358

    Vries, J. P. d., & Knies, E. (2023). “I Expected More From You”: The Effect of Expectation-Disconfirmation on Employees’ Satisfaction with Supervisory Support. Review of Public Personnel Administration, 43(2), 309-335. doi:https://doi.org/10.1177/0734371X211065348

    Wardhana, K. P., Muis, M., Russeng, S. S., Saleh, L., Naiem, M., & Thaha, R. M. (2024). Analysis of Factors Affecting the Work Stress in Workers at PT. X, An Oil and Gas Company. International Journal of Chemical and Biochemical Sciences, 25(19), 269-276. doi:https://doi.org/10.62877/30-ijcbs-24-25-19-30

    Weerarathne, R., Walpola, M., Piyasiri, A., Jayamal, I., Wijenayaka, T., & Pathirana, G. (2023). ‘Leave or Remain’: Intentions of Gen X and Y Employees. Quality & Quantity, 57(3), 2249-2268. doi:https://doi.org/10.1007/s11135-022-01456-z

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  1. Acheampong, N. A. A. (2021). Reward Preferences of the Youngest Generation: Attracting, Recruiting, and Retaining Generation Z into Public Sector Organizations. Compensation & Benefits Review, 53(2), 75-97. doi:https://doi.org/10.1177/0886368720954803
  2. Adedeji, A., Langel, C., Feick, A., Greibaum, M.-S. B., Rahimi, M., & Hanft-Robert, S. (2023). Work-Life Balance and Mental Health Outcomes for Generation Z in Germany. Journal of Occupational and Environmental Medicine, 65(12), 987-991. doi:https://doi.org/10.1097/jom.0000000000002934
  3. Ainunsari. (2024). Evaluasi Dampak Sosial Ekonomi Operasi Perminyakan terhadap Komunitas Lokal: Perspektif Kualitatif di Wilayah Penghasil Migas. Geoteknik, 1(1), 1-5.
  4. Amin, B., Rachid, C., Salah, A., Mohammed, B., & Mebarek, D. (2024). Burnout Syndrome among Oil and Gas Workers: A Systematic Literature Review. Polish Journal of Environmental Studies, 33(6), 1-14. doi:https://doi.org/10.15244/pjoes/185539
  5. Anusha, K., & Rajesh, M. (2024). Impact of Employee Turnover on Organization Performance with Reference to Optum Global Solutions Pvt. Ltd, Hyderabad. International Journal of Research Publication and Reviews, 5(7), 2362-2370. doi:http://dx.doi.org/10.55248/gengpi.5.0724.1810
  6. Aulia, N., Daud, I., & Marumpe, D. P. (2025). Exploring Job Hopping in Indonesian Generation Z: Grit, Perceived Organizational Support, and Job Satisfaction. Journal of Management Science (JMAS), 8(1), 199-207. doi:https://doi.org/10.35335/jmas.v8i1.591
  7. Bharadwaj, S., & Yameen, M. (2021). Analyzing the Mediating Effect of Organizational Identification on the Relationship between CSR Employer Branding and Employee Retention. Management Research Review, 44(5), 718-737. doi:https://doi.org/10.1108/MRR-05-2020-0298
  8. Carraher-Wolverton, C. (2022). The Co-Evolution of Remote Work and Expectations in a COVID-19 World Utilizing an Expectation Disconfirmation Theory Lens. Journal of Systems and Information Technology, 24(1), 55-69. doi:https://doi.org/10.1108/JSIT-05-2021-0085
  9. Christanto, H. J., Sutresno, S. A., Mavish, S., Singgalen, Y. A., & Dewi, C. (2022). Prediksi Ekspor Migas Indonesia dengan Double Exponential Smoothing. Jurnal Elektro, 15(1), 38-45. doi:https://doi.org/10.25170/jurnalelektro.v15i1.5123
  10. Greve, J., Saaby, M., Rosdahl, A., & Christensen, V. T. (2021). Uncertain Occupational Expectations at Age 19 and Later Educational and Labour Market Outcomes. Labour, 35(2), 163-191. doi:https://doi.org/10.1111/labr.12194
  11. Karanika-Murray, M., Michaelides, G., & Wood, S. J. (2017). Job Demands, Job Control, Psychological Climate, and Job Satisfaction: A Cognitive Dissonance Perspective. Journal of Organizational Effectiveness: People and Performance, 4(3), 238-255. doi:https://doi.org/10.1108/JOEPP-02-2017-0012
  12. Kashfitanto, D., & Febriansyah, H. (2023). The Effect of Work Stress and Work Values on Turnover Intention of Generation Z Employees in Call Center Company (Case Study of PT ABC in Java, Indonesia). International Journal of Current Science Research and Review, 6(7), 3962-3974. doi:https://doi.org/10.47191/ijcsrr/V6-i7-13
  13. Lahiri, S. (2023). A Qualitative Research Approach is an Inevitable Part of Research Methodology: An Overview. International Journal for Multidisciplinary Research, 5(3), 1-13. doi:https://doi.org/10.36948/ijfmr.2023.v05i03.3178
  14. Malviya, V. P. (2022). Violation of Psychological Contract: An Impact Analysis. Journal of Management and Public Policy, 13(2), 45-58. doi:https://doi.org/10.47914/jmpp.2022.v13i2.004
  15. Mosca, J. B., & Merkle, J. F. (2024). Strategic Onboarding: Tailoring Gen Z Transition for Workplace Success. The Journal of Business Diversity, 24(1), 1-13. doi:https://doi.org/10.33423/jbd.v24i1.6852
  16. Muchtadin. (2022). Hubungan antara Work Engagement dengan Turnover Intention pada Pekerja Generasi Milenial di Jabodetabek. Jurnal Psikologi Teori dan Terapan, 13(3), 377-391. doi:https://doi.org/10.26740/jptt.v13n3.p377-391
  17. Napitupulu, B. S., & Widanarko, B. (2024). Identification of Risk Factors for Work Stress Field Workers in Oil and Gas Industry: Literature Review. Media Publikasi Promosi Kesehatan Indonesia (MPPKI), 7(10), 2465-2471. doi:https://doi.org/10.56338/mppki.v7i10.6173
  18. Nigoti, U., David, R., Singh, S., Jain, R., & Kulkarni, N. M. (2025). Does Flexibility Really Matter to Employees? A Mixed Methods Investigation of Factors Driving Turnover Intention in the Context of the Great Resignation. Global Journal of Flexible Systems Management, 26(1), 1-22. doi:https://doi.org/10.1007/s40171-024-00436-6
  19. Ohana, M., & Fortin, M. (2024). Half Just or Half Unjust? the Influence of Dispositional Optimism on the Link Between Interpersonal Peer Injustice, Negative Emotions and Sleep Problems. Group & Organization Management, 49(6), 1362-1390. doi:https://doi.org/10.1177/10596011231200550
  20. Prabowo, S. (2014). Hubungan Antara Skill Mismatch dengan Stres Kerja pada Karyawan PT X. Psikodimensia: Kajian Ilmiah Psikologi, 13(2), 1-22. doi:https://doi.org/10.24167/psiko.v13i2.259
  21. Saleh, H., & Shahidan, N. S. (2023). Work Stress and Its Impact on Employee Performance, Turnover, and Absenteeism: A Comprehensive Study at E & E Manufacturing. International Journal of Magistravitae Management, 1(2), 70-80. doi:https://doi.org/10.33019/ijomm.v1i2.13
  22. Tran, T.-T., Nguyen, T.-T., & Nguyen, N.-T. (2025). Determinants Influencing Job-Hopping Behavior and Turnover Intention: An Investigation Among Gen Z in the Marketing Field. Asia Pacific Management Review, 30(2), 1-10. doi:https://doi.org/10.1016/j.apmrv.2025.100358
  23. Vries, J. P. d., & Knies, E. (2023). “I Expected More From You”: The Effect of Expectation-Disconfirmation on Employees’ Satisfaction with Supervisory Support. Review of Public Personnel Administration, 43(2), 309-335. doi:https://doi.org/10.1177/0734371X211065348
  24. Wardhana, K. P., Muis, M., Russeng, S. S., Saleh, L., Naiem, M., & Thaha, R. M. (2024). Analysis of Factors Affecting the Work Stress in Workers at PT. X, An Oil and Gas Company. International Journal of Chemical and Biochemical Sciences, 25(19), 269-276. doi:https://doi.org/10.62877/30-ijcbs-24-25-19-30
  25. Weerarathne, R., Walpola, M., Piyasiri, A., Jayamal, I., Wijenayaka, T., & Pathirana, G. (2023). ‘Leave or Remain’: Intentions of Gen X and Y Employees. Quality & Quantity, 57(3), 2249-2268. doi:https://doi.org/10.1007/s11135-022-01456-z
  26. Wibowo, F., Sosilowati, E., & Setiyawan, A. A. (2024). Fenomena Turnover Intention pada Generasi Z dalam Revolusi Industri 5.0. Journal of Management and Digital Business, 4(2), 313-325. doi:https://doi.org/10.53088/jmdb.v4i2.1120
  27. Wu, T., Shen, Q., Liu, H., & Zheng, C. (2019). Work Stress, Perceived Career Opportunity, and Organizational Loyalty in Organizational Change: A Moderated Mediation Model. Social Behavior and Personality: an International Journal, 47(4), 1-11. doi:https://doi.org/10.2224/sbp.7824
  28. Yono, N., Slamet, A., Sugiharto, D., & Suwito, S. (2020). Employees’ Perception on Vocational High School Graduates’ Employability Skills Needed in Today’s Oil and Gas Industry. Proceedings of the Proceedings of the 5th International Conference on Science, Education and Technology, ISET 2019, 29th June 2019, Semarang, Central Java, Indonesia, 1-7. doi:https://doi.org/10.4108/eai.29-6-2019.2290284
  29. Zhou, J., Soo, H. S., & Aziz, A. B. (2024). From Research to Insights: A Review of Literature on Personal Values, Work-Life Balance, and Job Fit in Understanding Turnover Intentions. Academic Journal of Interdisciplinary Studies, 13(5), 111-127. doi:https://doi.org/10.36941/ajis-2024-0154