Millennials currently comprise one of the largest workforce demographics in the United States, making up over one-third of the American workforce, according to 2017 U.S. Census Bureau data (“Current population survey,” 2020). However, turnover rates among Millennials are rising in comparison to Generation Xers and Baby Boomers—a phenomenon that costs the U.S. economy a projected $30 billion each year (Adkins, 2016). Therefore, it is becoming increasingly important for business managers to understand factors correlated with Millennials’ turnover intentions. Current research documents explore generational discrepancies among the workplace values, attitudes, beliefs, and motivators of Millennials compared to Generation Xers and Baby Boomers. Nonetheless, the degree to which specific factors may predict turnover intention among Millennials remains to be clarified. Research speculates there are relationships among the impact of organizational commitment, organizational support, and job satisfaction on turnover intention among Millennials (Bridges, 2018). However, a gap in understanding exists regarding the degree to which these factors may predict turnover intention. Therefore, this quantitative study used multiple regression analysis to determine the degree to which organizational commitment, organizational support, and job satisfaction predict and explain turnover intention, and when used together, the degree to which each predictor considered singly explains turnover intention and the degree to which each predictor explains unique variance in turnover intention among Millennials working in the insurance industry in the southeastern United States. A sample size of 484 respondents was used. This study’s results may provide valuable insight to business managers seeking to understand what factors predict turnover intentions among Millennial employees so organizations may apply this knowledge to make improvements to encourage retention.
|School:||Saint Leo University|
|Department:||School of Business|
|School Location:||United States -- Florida|
|Source:||DAI-A 82/8(E), Dissertation Abstracts International|
|Subjects:||Business administration, Management, Labor relations, Organizational behavior, Occupational psychology, Demography|
|Keywords:||Generation gaps, Job satisfaction, Millennial employees, Organizational commitment, Organizational support, Turnover intention, Southeastern United States, Baby Boomer employees, Generation X employees, Turnover intention|
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