Exploring Antecedents of Turnover Intention Among Generation Y Employees in Construction Industry
Current reports claim that the constantly switching job became a norm among the Generation Y workforce in Malaysia with the reason being dissatisfied with the organization’s working system, pay and fringe benefits. This study aims to explore the antecedent leading to the Generation Y employees’ turn...
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| Main Authors: | , , , , |
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| Format: | Article |
| Language: | English |
| Published: |
Human Resource Management Academic Research Society
2021
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| Subjects: | |
| Online Access: | http://ir.unimas.my/id/eprint/34632/1/abstract.pdf http://ir.unimas.my/id/eprint/34632/ http://hrmars.com/index.php/pages/detail/IJARBSS |
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| Summary: | Current reports claim that the constantly switching job became a norm among the Generation Y workforce in Malaysia with the reason being dissatisfied with the organization’s working system, pay and fringe benefits. This study aims to explore the antecedent leading to the Generation Y employees’ turnover intention. Five (5) Generation Y informants in construction industry were interviewed. Findings showed that generation Y employees prefer to stay at the current organization at least within five years. Antecedents of turnover intention identified are dissatisfaction towards the amount of wage received, a fringe benefits, access to better career opportunity or to change their career as well as family and/or personal reason. Retention factors identified include training and development, career development and good salary. Thus, to retain and motivate generation Y employees, organizations should implement proper human resource development programs such as training and career development while paying comparable salary and benefits.
Keywords: Turnover Intention Antecedents, Generation Y, Malaysia. |
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