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Turnover Intention Models on Generation Z
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Orientador(es)
Resumo(s)
Turnover and Retention are becoming hot topics for professionals in Human Resources, but
also for Management teams in organizations once the control of these two indicators is
essential to keep competitive advantage in terms of talent management and achievement of
business goals. The cost of losing a talented employee is high and it is not only monetary, so
organizations must study the major factors that influence the decision of leaving a company
in order to better manage their workforce, particularly in the young generation that is
emerging – Generation Z and which estimates indicate that will surpass Millennials in the long
term. Latest studies have shown that the intention to leave or stay in a certain organization
depends on a multiplicity of factors with different degrees of explanation considering context.
The main purpose of this study is to understand what those factors and their degree of
explanation in the contemporary world are as long as the main differences of Generation Z
when compared to previous generations. For that reason, this study proposes a theoretical
model that aims to verify the impact of Learning & Development opportunities, Compensation
& Benefits, Work-life balance, Organizational Climate, Job Satisfaction and Years of Work
Experience in the company on two dependent variables which are Turnover Intention and
Retention. In order to conduct this research, the sample was currently employed, and the
theoretical model was validated using structural equation modeling (SEM). A multigroup
analysis was also made to guarantee closer insights on the generation in analysis. The results
indicate that Job Satisfaction has impact both on Turnover Intention and Retention, with
negative and positive effects respectively. Work-life Balance has a negative and significant
effect on turnover intention and Organizational Climate has a positive and significant effect
on retention. The Years of Work Experience in a certain company does not explain turnover
intention but has a positive effect on retention. It was also possible to identify the main
influencers of Job Satisfaction, which are L&D Opportunities, Compensation & Benefits, WLB
and Organizational Climate. The unique significant difference found between Gen Z and the
other generations is the impact of Organizational Climate. This research helps organizations
to adapt and improve HR practices in order to meet Gen Z employees expectations and
consequently improve job satisfaction and promote continuance in the workplace.
Descrição
Dissertation presented as the partial requirement for obtaining a Master's degree in Information Management, specialization in Information Systems and Technologies Management
Palavras-chave
Generation Z Job Satisfaction Employee Retention Turnover Intention SDG 8 - Decent work and economic growth