Generation Y in the Digital Economy and Person-Organization Value Fit on Intention to Stay
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Published:
Dec 28, 2018
Keywords:
generation Y person-organization value fit digital economy intention to stay extrinsic rewards work environment learning and growth
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Abstract
The objective of research is to study person-organization value fits (i.e., learning and growth, extrinsic rewards and work environment) on intention to stay of generation Y in the digital economy. Based on the P-O value fit theory, data were obtained from a survey of generation Y (n=1,127) divided into 3 groups based on their experience (below 1 year, 1-3 years and 4-6 years), namely freshman (n=282), junior (n=530) and senior (n=312). In-depth interviews of 22 managers are supplementary the data for triangulation. The results find that P-O value fits of all studied dimensions have positive relationships to generation Y’s intention to stay. More precisely on the positive effect of their intention to stay, freshman is significant to their P-O value fit on learning and growth; junior for the P-O fit on extrinsic rewards and work environment; and senior for the P-O fit on extrinsic rewards. Reflecting on the motivation crowding theory, the interaction effect of P-O fits between extrinsic rewards and work environment is negatively significant on their intention to stay. Hence, to retain generation Y’s stay in organization, the provision of HR policies should customize for each group of generation Y—freshman, junior and senior for enhancing sustainable organization in the digital economy.
Article Details
How to Cite
โพธิ์ไพฑูรย์ ส. (2018). Generation Y in the Digital Economy and Person-Organization Value Fit on Intention to Stay. Journal of HR Intelligence, 13(2), 11–33. Retrieved from https://so03.tci-thaijo.org/index.php/hri/article/view/212904
Section
Research Articles
ขอมอบลิขสิทธิ์บทความที่ได้รับการตีพิมพ์ให้แก่สถาบันเสริมศึกษาและทรัพยากรมนุษย์ กรณีมีการฟ้องร้องเรื่องการละเมิดลิขสิทธิ์เกี่ยวกับภาพ กราฟ ข้อความส่วนใดส่วนหนึ่ง และ/หรือข้อคิดเห็นที่ปรากฎในบทความ ให้เป็นความรับผิดชอบของข้าพเจ้าและผู้เขียนร่วมแต่เพียงผู้เดียว
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behavior in Navanakorn industrial estate. Journal of HR Intelligence, 12 (1), 9-24.
Yooprot, T. (2013). Effect of work values on organization citizenship behavior among the generations. Journal of
Business Administration, Thammasat Business Journal, 36 (138), 40-62.
Argyris, C. (1957). The individual and organization : Some problems of mutual adjustment. Administrative Science
quarterly, 2, 1-24.
Brynjolfsson, E., & McAfee, A. (2012). Race against the machine : How the digital revolution is accelerating
innovation, driving productivity and irreversibly transforming employment and the economy.
Cennamo, L., & Gardner, D. (2008). Generational differences in work values, outcomes and person-organisation
values fit. Journal of Managerial Psychology, 23 (8), 891-906.
Cooke and Kim. (2017). Handbook of Human Resource Management in Asia, Routledge
De Hauw, S., & De Vos, A. (2010). Millennials’ career perspective and psychological contract expectations: does
the recession lead to lowered expectations?. Journal of business and psychology, 25 (2), 293-302.
Decha watanapaisal., D, Noomphya, K. Nuanlak., J. & Ploemboon., C. (2014) A study of viewpoints and expectations
of generation characteristics between generation X and generation Y. Chulalongkorn Business Review, 36
(141), 1-17.
Delery, J. E., & Doty, D. H. (1996). Modes of theorizing in strategic human resource management : Tests of universalistic, contingency, and configurational performance predictions. Academy of management Journal, 39 (4), 802-835.
Flinkman, M., & Salantera, S. (2015). Early career experiences and perceptions-a qualitative exploration of the
turnover of young registered nurses and intention to leave the nursing profession in Finland. Journal of nursing
management, 23 (8), 1050-1057.
Hair, J. F., Black, B. B., & Babin, B. B., Anderson, R. and Tatham, R.(2006). Multivariate Data Analysis.
Kristof, A. L. (1996). Person-Organization Fit: An Integrative Review of Its Conceptualizations, Measurement, and
Implications. Personnel Psychology, 49, 1-49.
Kristof-Brown, A. L., Zimmerman, R. D. & Johnson, E. C. (2005). Consequences of individuals’ fit at work : A metaanalysis of person-job, person-organization, person-group, and person-supervisor fit. Personnel Psychology,
58, 281-342.
Lichy, J. (2012). Towards an international culture : Gen Y students and SNS?. Active Learning in Higher Education,
13 (2), 101-116.
Ling Lim, H. (2012). Generation Y workforce expectations: implications for the UAE. Education, Business and Society :
Contemporary Middle Eastern Issues, 5 (4), 281-293.
Lyons, S. (2003). An Exploration of Generational Values in Life and at Work. PhD dissertation, Carleton University,
Ottawa, Canada.
Lyons, T.F. (1971). Role clarity, need for clarity, satisfaction, tension, and withdrawal. Organizational Behavior &
Human Performance, 6, 99-110.
Mannheim, K. (1952). Essays on the Sociology of Knowledge. London : Routeledge & Kagan Paul Ltd.
Ng, E. S., Schweitzer, L., & Lyons, S. T. (2010). New generation, great expectations: A field study of the millennial
generation. Journal of Business and Psychology, 25 (2), 281-292.
Osterloh, M., & Frey, B. S. (2000). Motivation, knowledge transfer, and organizational forms. Organization science,
11 (5), 538-550.
Popaitoon, S. (2014). Human resources management and the salient issues during cross-border alliances : a case
study of MNCs in Thailand. Journal of Business Administration, 37 (3), 53-75.
Popaitoon, S., Kidrakan, K., & Tandamrong, D. (2017). Current issues in human resource management : a case study
based on large-medium enterprises in the northern region. Journal of Accountancy and Management.
9 (3), 81-96.
Popaitoon, S., & Popaitoon, P. (2016). Motivation synergy, knowledge absorptive capacity and NPD project
performance in multinational automobiles in Thailand. The Journal of High Technology Management
Research, 27 (2), 129-139.
Popaitoon, S., & Siengthai, S. (2014). The moderating effect of human resource management practices on the
relationship between knowledge absorptive capacity and project performance in project-oriented
companies. International Journal of Project Management, 32 (6), 908-920.
Popaitoon, P., Wademongkolgone, M., & Kongchan, A. (2016). Generation differences in person-organization
value fit and work-related attitudes. Chulalongkorn Business Review, 38 (1), 107-137.
Rani, N., & Samuel, A. (2016). A study on generational differences in work values and person-organization fit and
its effect on turnover intention of Generation Y in India. Management Research Review, 39 (12), 1695-1719.
Schneider, B. (1987). The people make the place. Personnel Psychology, 40, 437-453.
Tapscott, D. (1996). The digital economy : Promise and peril in the age of networked intelligence (Vol. 1). New
York : McGraw-Hill.
Thompson, M., & Heron, P. (2006). Relational quality and innovative performance in R&D based science and
technology firms. Human Resource Management Journal, 16 (1), 28-47.
Treuren, G., & Anderson, K. (2010). The employment expectations of different age cohorts : is Generation Y really
that different?. Australian Journal of Career Development, 19 (2), 49-61.
Twenge, J. M., Campbell, S. M., Hoffman, B. J., & Lance, C. E. (2010). Generational differences in work values : Leisure
and extrinsic values increasing, social and intrinsic values decreasing. Journal of Management, 36 (5), 1117-1142.
Twenge, J. M., Campbell, W. K., & Freeman, E. C. (2012). Generational differences in young adults' life goals,
concern for others, and civic orientation, 1966-2009. Journal of Personality and Social Psychology, 102 (5), 1045.
Van Ark, B. (2016). The productivity paradox of the new digital economy. International Productivity Monitor, (31), 3.
Wright, P. M., Gardner, T. M., Moynihan, L. M., & Allen, M. R. (2005). The relationship between HR practices and
firm performance : Examining causal order. Personnel Psychology, 58 (2), 409-446.
www.nesdb.go.th. Retrieved 30 December 2017, from National Strategy for 20 Years (2017-2037).
www.haygroup.com. Retrieved 15 November 2013, from http://www.haygroup.com/th/press/details.aspx?id=38294.
Yimsook, N. & Runghirun, U. (2017). A comparison of workers of different generations of sufficient consumption
behavior in Navanakorn industrial estate. Journal of HR Intelligence, 12 (1), 9-24.
Yooprot, T. (2013). Effect of work values on organization citizenship behavior among the generations. Journal of
Business Administration, Thammasat Business Journal, 36 (138), 40-62.