Factors Influencing the Turnover Intentions of Generation Y-Z Support Staff : A Case Study of College of Arts, Media and Technology, Chiang Mai University

Abstract

          This research article has the following objectives: 1) To study the factors affecting the turnover intention of Generation Y and Z support staff, and 2) To study the approaches for resolving the problems affecting the turnover intention of Generation Y and Z support staff at the College of Arts, Media, and Technology, Chiang Mai University. The research employed a quantitative design. The sample group used in the study consisted of 60 support staff under the College of Arts, Media, and Technology who responded to the questionnaire. The results were analyzed by calculating percentage, standard deviation, and testing hypotheses using t-test and one-way analysis of variance (ANOVA).

           The findings revealed that: 1) Overall, various work-related factors were at a high level of satisfaction/agreement. The factor with the highest score was relationships with colleagues, followed by work engagement. The factors identified as weaknesses and having the most influence on turnover intention were job burnout and work-life imbalance, respectively. Furthermore, it was found that job burnout showed a statistically significant difference by gender, with females having a higher mean score than males. and 2) The approaches for resolving the problems affecting turnover intention include: managing job burnout, promoting career advancement opportunities, creating work-life balance, improving compensation and benefits, and fostering organizational culture and engagement, in order to reduce the turnover intention of Generation Y and Z personnel.