Generation Y employee retention model of public and private organizations
Files
Issued Date
2018
Available Date
Copyright Date
Resource Type
Series
Edition
Language
eng
File Type
application/pdf
No. of Pages/File Size
188 leaves
ISBN
ISSN
eISSN
Other identifier(s)
b207781
Identifier(s)
Access Rights
Access Status
Rights
ผลงานนี้เผยแพร่ภายใต้ สัญญาอนุญาตครีเอทีฟคอมมอนส์แบบ แสดงที่มา-ไม่ใช้เพื่อการค้า-ไม่ดัดแปลง 4.0 (CC BY-NC-ND 4.0)
Rights Holder(s)
Physical Location
National Institute of Development Administration. Library and Information Center
Bibliographic Citation
Citation
Pongsakorn Srirongthong (2018). Generation Y employee retention model of public and private organizations. Retrieved from: https://repository.nida.ac.th/handle/662723737/6443.
Title
Generation Y employee retention model of public and private organizations
Alternative Title(s)
Author(s)
Editor(s)
Advisor(s)
Advisor's email
Contributor(s)
Contributor(s)
Abstract
The present research study was conducted with major aims to investigate the
retention of Generation Y employees, the factors related to the retention in public and
organizations and to derive Generation-Y employee retention model. This mixedmethod study employed questionnaire inquiries to obtain quantitative data from 426
Generation Y employees who were 18-37 years old and working in Bangkok. The
quantitative data were analyzed using descriptive statistics as follows; frequency,
percentage, mean, standard deviation, Pearson correlation coefficient (r), and multiple
linear regression. The qualitative data were collected from in-depth interviews with 8
executives and supervisors in the human resources departments of the selected model
organizations. In addition, 8 Generation Y employees from government organizations
and private companies were interviewed to facilitate the study with qualitative data
from both sides.
The result of this study reveals the following findings. 1) The retention of
Generation-Y employees was found to be at a high level. 2) The following factors
related to the retention of Generation Y employees; organizational commitment,
perceived organizational support, quality of work life, and human resource
management practices were found to be correlated and accounting for variance in
employee retention with statistical significance of .01, and 0.67 coefficient of
determination. That means organizational commitment, perceived organizational
support, quality of work life, and human resource management practices could be
regarded as predictors which explain 67 percent of variance in employee retention in this case. This also complemented the qualitative findings. 3) The present Generation
Y employee retention model of public and private organizations according to the
result of this study could be comprised of 4 dimensions including organizational
commitment, human resource management practices, perceived organizational
support, and quality of work life. The model could be operationalized under the 3-s
framework; smart, smile, strategy.
Table of contents
Description
Thesis (D.P.A.)--National Institute of Development Administration, 2018