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

RESEARCH BACKGROUND

BOOMERS GEN-X GEN-Y

WORKPLACE IS MADE UP OF...

BOOMERS GEN-X GEN-Y

DIFFERENCES IN BEHAVIOR

heredity environment

(Plomin, 1989)

WORKPLACE IS MADE UP OF...

GEN-Y

1977 - 1997 (Meister & Willyerd, 2010)

GEN-Y

EMPLOYER-EMPLOYEE

R.SHIP

work-life balance constant

feedback & recognition challenging

task

(Angeline, 2011)


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)


TOTAL WORKFORCE IN MALAYSIA

YY Y


YY

>50%GEN-Y (Queriri, Wan Yusoff, & Dwaikat, 2014)

YY Y


YY


HIGHEST

RATE OF

TURNOVER

(Sujansky & Ferri-Reed, 2009)

YY Y


YY


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...

RESEARCH PROBLEM

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




RIGHT MIX


JOB CHARACTERISTICS




RIGHT MIX reduce

turnover

increase engage-

ment


JOB CHARACTERISTICS




BOTTOM LINE reduce

turnover

increase engage-

ment

(Lockwood, 2007; Manistitya & Fongsuwan, 2015)




BOTTOM LINE reduce

turnover

increase engage-

ment


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


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)

RESEARCH OBJECTIVES

JOB CHARACTERISTICS

POS

ORG. CULTURE

LEADERSHIP

COMMUNICATION

DECISION MAKING

DEVELOPMENT

PERCEIVED JUSTICE

TURNOVER INTENTION

EMPLOYEE ENGAGEMENT

RELA

TIO

NSH

IP

IVs DVs

RESEARCH METHODOLOGY

POPULATION 577,000 Gen-Y in KL (Labour Force Survey, 2013)

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

FINDINGS

DESCRIPTIVE ANALYSIS

Malay13%

Chinese79%

Indian7%

Others1% ETH

NICITY

SINGLE 90.8%

MARRIED

9.2%

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

0

5

10

15

20

25

30

35

40

SALARY RANGE

TOP 3 SPECIALIZATIONS OF RESPONDENTS %

Sales/Marketing 35.9 Admin/HR 16.3

Services 10.3

YEARS OF WORKING EXPERIENCE WITH CURRENT EMPLOYER

< 1 year

≥ 1 year to < 3 years

≥ 3 years to < 5 years

≥ 5 years

RELIABILITY ANALYSIS

Cronbach Alpha, α > 0.70 = reliable (Sekaran & Bougie, 2010)

All variables, α > 0.70 = reliable

PEARSON CORRELATION

ANALYSIS

TURNOVER INTENTION

Significant Strength

Small ~ Medium DirectionNegative

HYPOTHESES ACCEPTED!

EMPLOYEE ENGAGEMENT

Significant STRENGTH

Medium DIRECTION

Positive

HYPOTHESES ACCEPTED!

IMPLICATIONS/ RECOMMENDATIONS

BODY OF KNOWLEDGE

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)

FOR EMPLOYERS & HR PRACTITIONERS

VARIABLE THAT HIGHLY CORRELATES WITH TURNOVER INTENTION 1

DEVELOPMENT

DEVELOPMENT hunger for personal & professional growth

(Mason, 2014; Meister & Willyerd, 2010)



offer variety of learning opportunities in attractive formats


Mason, 2014; Meister & Willyerd, 2010


ON-THE-JOB LEARNING

INDIVIDUALIZED COACHING

FEEDBACK-INTENSE TRAINING




ON-THE-JOB LEARNING

INDIVIDUALIZED COACHING

FEEDBACK-INTENSE TRAINING

Eckert & Deal (2012)

VARIABLE THAT HIGHLY CORRELATES WITH EMPLOYEE ENGAGEMENT 1

PERCEIVED ORGANIZATIONAL

SUPPORT


SUPPORT

(Martin, 2005)

care about Gen-Y success in the company


SUPPORT

(Martin, 2005)


care about Gen-Y as individuals


SUPPORT

(Martin, 2005)



take the time to get to know each Gen-Y


SUPPORT

(Martin, 2005)



take the time to get to know each Gen-Y

listen to what Gen-Y have to say

LIMITATIONS

6 MONTHS TIMEFRAME

500 184

x generalization

LONGER TIMEFRAME

OBTAIN MORE RESPONSE

ENSURE GENERALIZATION

THANK YOU for your time

Antecedents of turnover intention & employee engagement: A study of Gen-Y employees in Malaysia

Recruiting & HR

Transcript of Antecedents of turnover intention & employee engagement: A study of Gen-Y employees in Malaysia