Antecedents of turnover intention & employee engagement: A study of Gen-Y employees in Malaysia
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Transcript of Antecedents of turnover intention & employee engagement: A study of Gen-Y employees in Malaysia
ANTECEDENTS OF TURNOVER INTENTION & EMPLOYEE ENGAGEMENT: A STUDY OF GEN-Y EMPLOYEES LIEW JIN YEAN (1001130514)
RESEARCH BACKGROUND RESEARCH PROBLEM
RESEARCH OBJECTIVES RESEARCH METHODOLOGY
FINDINGS IMPLICATIONS/ RECOMMENDATIONS
LIMITATIONS
BOOMERS GEN-X GEN-Y
DIFFERENCES IN BEHAVIOR
heredity environment
(Plomin, 1989)
WORKPLACE IS MADE UP OF...
GEN-Y
EMPLOYER-EMPLOYEE
R.SHIP
work-life balance constant
feedback & recognition challenging
task
(Angeline, 2011)
1977 - 1997 (Meister & Willyerd, 2010)
GEN-Y
EMPLOYER-EMPLOYEE
R.SHIP
work-life balance constant
feedback & recognition challenging
task
(Angeline, 2011)
ENGAGE
collaboration
mutual respect
connect meaningfully with
leaders
opportunities to learn new skills
(Weyland, 2011)
1977 - 1997 (Meister & Willyerd, 2010)
YY Y
TOTAL WORKFORCE IN MALAYSIA
YY
>50%GEN-Y (Queriri, Wan Yusoff, & Dwaikat, 2014)
HIGHEST
RATE OF
TURNOVER
(Sujansky & Ferri-Reed, 2009)
YY Y
TOTAL WORKFORCE IN MALAYSIA
YY
>50%GEN-Y (Queriri, Wan Yusoff, & Dwaikat, 2014)
HIGHEST
RATE OF
TURNOVER
(Sujansky & Ferri-Reed, 2009)
60% plan to leave within the first 3
years of being hired! (Gedeon, 2013)
revamp HR practices & org
culture retain Gen-Y ->
the future leader face
consequences of high cost of
turnover
OR
TO
(Davidson, Timo, & Wang, 2010; Experience Inc., 2008; Fitz-Enz,
1997)
IMPORTANT FOR COMPANIES TO...
DESPITE EXISTENCE OF VARIOUS JOURNAL
differences of Gen-Y & how companies need to react
(Kim, Knight, & Crutsinger, 2009)
(Lim, 2012)
(Luscombe, Lewis & Biggs, 2011)
DESPITE EXISTENCE OF VARIOUS JOURNAL
specific research is needed
(Kim, Knight, & Crutsinger, 2009)
(Lim, 2012)
(Luscombe, Lewis & Biggs, 2011)
ANTECEDENTS ADAPTED FROM
VARIOUS RESEARCHES (Lewis, 2008)
(Jusoh, Simun, &
Siong, 2011)
(Saks, 2006)
ANTECEDENTS ADAPTED FROM
VARIOUS RESEARCHES (Lewis, 2008)
(Jusoh, Simun, &
Siong, 2011)
(Saks, 2006)
JOB CHARACTERISTICS
PERCEIVED ORGANIZATIONAL SUPPORT
ORGANIZATIONAL CULTURE LEADERSHIP
COMMUNICATION DECISION MAKING
DEVELOPMENT PERCEIVED JUSTICE
JOB CHARACTERISTICS
ORGANIZATIONAL CULTURE LEADERSHIP
COMMUNICATION DECISION MAKING
DEVELOPMENT PERCEIVED JUSTICE
RIGHT MIX
PERCEIVED ORGANIZATIONAL SUPPORT
JOB CHARACTERISTICS
ORGANIZATIONAL CULTURE LEADERSHIP
COMMUNICATION DECISION MAKING
DEVELOPMENT PERCEIVED JUSTICE
RIGHT MIX reduce
turnover
increase engage-
ment
PERCEIVED ORGANIZATIONAL SUPPORT
JOB CHARACTERISTICS
ORGANIZATIONAL CULTURE LEADERSHIP
COMMUNICATION DECISION MAKING
DEVELOPMENT PERCEIVED JUSTICE
BOTTOM LINE reduce
turnover
increase engage-
ment
(Lockwood, 2007; Manistitya & Fongsuwan, 2015)
PERCEIVED ORGANIZATIONAL SUPPORT
COMMUNICATION DECISION MAKING
DEVELOPMENT PERCEIVED JUSTICE
BOTTOM LINE reduce
turnover
increase engage-
ment
(Lockwood, 2007; Manistitya & Fongsuwan, 2015)
cost of termination
cost of hiring & training a replacement vacancy cost until the job is filled loss of productivity with a fresh recruit
(Fitz-Enz, 1997)
BOTTOM LINE reduce
turnover
increase engage-
ment
(Lockwood, 2007; Manistitya & Fongsuwan, 2015)
cost of termination
cost of hiring & training a replacement vacancy cost until the job is filled loss of productivity with a fresh recruit
if not engaged, end up using more
resources (Lockwood, 2007)
(Fitz-Enz, 1997)
JOB CHARACTERISTICS
POS
ORG. CULTURE
LEADERSHIP
COMMUNICATION
DECISION MAKING
DEVELOPMENT
PERCEIVED JUSTICE
TURNOVER INTENTION
EMPLOYEE ENGAGEMENT
RELA
TIO
NSH
IP
IVs DVs
rm POPULATION SAMPLING SIZE 577,000 Gen-Y in KL (Labour Force Survey, 2013) 384 for pop. 1,000,000
(Sekaran, 2003)
rm POPULATION SAMPLING SIZE
SAMPLING METHOD
577,000 Gen-Y in KL (Labour Force Survey, 2013) 384 for pop. 1,000,000
(Sekaran, 2003)
non-probability snowball
rm • population – working Gen-Y in M’sia – KL,
Labour Force Survey (2013) -> Gen-Y in KL < 577,000
• sampling size – Sekaran (2003) -> max size 384 for a population size of 1,000,000
• sampling method – non-probability snowball sampling method + stratification -> ensure participants are gen-Y with 2 years working experience
• data collection – online survey made with Google Sheets
POPULATION SAMPLING SIZE
SAMPLING METHOD DATA COLLECTION
577,000 Gen-Y in KL (Labour Force Survey, 2013) 384 for pop. 1,000,000
(Sekaran, 2003)
non-probability snowball
ONLINE SURVEY
0 10 20 30 40 50 60
SPM or lower
STPM/Foundations/A-Levels or equivalent
Diploma
Bachelor's Degree
Masters and above
HIGHEST LEVEL OF EDUCATION
YEARS OF WORKING EXPERIENCE WITH CURRENT EMPLOYER
< 1 year
≥ 1 year to < 3 years
≥ 3 years to < 5 years
≥ 5 years
Enrich body of
knowledge in M’sia
All variables vs TI & EE
mostly related to
TI
# journals LIMITED
(Khalid, Ismail & Nazali, 2013; Choi
et al., 2012; Yusoff, Kian, &
Rajah, 2013)
DEVELOPMENT hunger for personal & professional growth
(Mason, 2014; Meister & Willyerd, 2010)
offer variety of learning opportunities in attractive formats
DEVELOPMENT hunger for personal & professional growth
Mason, 2014; Meister & Willyerd, 2010
offer variety of learning opportunities in attractive formats
ON-THE-JOB LEARNING
INDIVIDUALIZED COACHING
FEEDBACK-INTENSE TRAINING
DEVELOPMENT hunger for personal & professional growth
(Mason, 2014; Meister & Willyerd, 2010)
offer variety of learning opportunities in attractive formats
ON-THE-JOB LEARNING
INDIVIDUALIZED COACHING
FEEDBACK-INTENSE TRAINING
Eckert & Deal (2012)
PERCEIVED ORGANIZATIONAL
SUPPORT
(Martin, 2005)
care about Gen-Y success in the company
care about Gen-Y as individuals
PERCEIVED ORGANIZATIONAL
SUPPORT
(Martin, 2005)
care about Gen-Y success in the company
care about Gen-Y as individuals
take the time to get to know each Gen-Y
PERCEIVED ORGANIZATIONAL
SUPPORT
(Martin, 2005)
care about Gen-Y success in the company
care about Gen-Y as individuals
take the time to get to know each Gen-Y
listen to what Gen-Y have to say