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Afolabi, Oyindamola Temidayo (2021) An investigation of the factors that affect turnover intentions amongst millennial employees: using Ireland as a case study. Masters thesis, Dublin, National College of Ireland.
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Abstract
Employee turnover intention and consequent turnover is an important issue because of the many disadvantages of voluntary turnover. Now millennials are the largest cohort in the workforce; however, they have higher turnover rates than other cohorts (Generation X and Z). It is necessary to identify the factors that influence millennial employee turnover intention in order to reduce millennial employee turnover intentions and turnover. In this dissertation, the factors that influence millennial employee’s turnover intentions and the factors with the most influence on millennial employees’ turnover will be identified. The measures that may be taken to eliminate these factors will also be found. To achieve the objectives of this research the interpretivist paradigm was adopted because it is based on the belief that various perspectives may explain a single phenomenon. The qualitative approach to research was employed, and semi-structured interviews were used for data collection. Data was collected from seven research participants who resided in Ireland and had voluntarily left their employer at least twice; this ensured that the participants could provide the information needed for this study. Thematic analysis was used to analyse the data collected by the researcher.
The aim of the first research question was to identify the factors that influence millennial turnover intention. The findings from this research show that many factors may influence millennial employees’ turnover intentions. These factors include the opportunity for training and career growth, employee recognition, management practices, person-organisation fit, job satisfaction, work environment and inclusion. The second research question aimed to identify the factors that had the most influence on millennial employee turnover. The research findings showed that of all the factors mentioned earlier, the opportunity for career development, employee recognition and management practices were the factors with the most influence on millennial employee turnover. The third research question sought to identify the measures that could be taken to reduce millennial employee’s turnover intentions. The measures that can be taken include providing a clear career growth path for employees, employee recognition and appreciation programs and training managers to manage the millennial workforce. Additionally, adopting morally right values, ensuring a good working environment and promoting inclusivity in the workplace can help to prevent millennial employee turnover intentions.
| Item Type: | Thesis (Masters) |
|---|---|
| Uncontrolled Keywords: | Employee Turnover; Turnover Intentions; Generation; Millennials; Millennial Employees |
| Subjects: | H Social Sciences > HD Industries. Land use. Labor > HD28 Management. Industrial Management > Human Resource Management D History General and Old World > DA Great Britain > Ireland H Social Sciences > HD Industries. Land use. Labor > Issues of Labour and Work > Staff Turnover |
| Divisions: | School of Business > Master of Arts in Human Resource Management |
| Depositing User: | Clara Chan |
| Date Deposited: | 15 Dec 2021 15:02 |
| Last Modified: | 15 Dec 2021 15:17 |
| URI: | https://norma.ncirl.ie/id/eprint/5239 |
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