Factors that influence employee turnover intention among generation Y in manufacturing industry
Employee turnover intention is the employee considerations of leaving or aiming to look for other employment and resigned from the current position in the organization. The organizations have spent a lot money especially on hiring cost (advertising, selection, interview, hiring firm, and candidate b...
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| Format: | Thesis |
| Language: | English English |
| Published: |
2017
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| Subjects: | |
| Online Access: | http://etd.uum.edu.my/7622/ |
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| Summary: | Employee turnover intention is the employee considerations of leaving or aiming to look for other employment and resigned from the current position in the organization. The organizations have spent a lot money especially on hiring cost (advertising, selection, interview, hiring firm, and candidate background check), training and development, and retaining them in the organization. This study is to examine how
perceived organization support (POS), employee engagement and supervisory communication being factors that can influence turnover intention. Thus, recommended effective practises in handling the turnover intention issues particularly among Generation Y as organizations are experiencing difficulties in retaining Generation Y employees are discussed. Most of these employees perceived their job as temporary and unreliable since they had seen their parents’ lose jobs because of economic conditions, business growth and reorganizations. The study was conducted on generation Y employees in one of manufacturing company, First Solar (M) Sdn. Bhd. It is one of the manufacturing company in Kulim and 250 respondents have participated and provide feedback in this survey. The result analyzed using Statistical Package for the Social Sciences (SPSS) version 22 indicated significant correlation between perceived organization support, employee engagement and supervisory communication with employee turnover intention among the generation Y. The result showed that employee engagement had the strongest significant relationship with employee turnover intention followed by supervisory communication. Findings of this study may not represent other organization. Recommendations are listed to help organization retain the employee and lower employee intention to leave the organization. |
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