GENERATION Y EMPLOYEE RETENTION IN PUBLIC AND PRIVATE ORGANIZATIONS

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Published: Aug 30, 2019
Keywords:
Employee Retention Generation Y Public Organizations Private Organizations

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พงศกร ศรีรงค์ทอง
Doctor’s degree student in Public Administration Program, Graduate School of Public Administration, National Institute of Development Administration
จินดาลักษณ์ วัฒนสินธุ์
Public Administration, Graduate School of Public Administration, National Institute of Development Administration

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 private organizations and to derive the approach of Generation Y employee retention. This mixed-method study was conducted under concurrent parallel design. Questionnaire inquiries were administered to obtain quantitative data from 426 Generation Y employees who were 18-37 years old and worked 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 results of this study revealed 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 meant organizational commitment, perceived organizational support, quality of work life, and human resource management practices could be regarded as predictors which explained 67 percent of variance in employee retention in this case. This also complemented the qualitative findings. 3) The present approach of Generation Y employee retention in public and private organizations is the CSQH Model. It consisted of 4 dimensions including organizational commitment, human resource management practices, perceived organizational support, and quality of work life.

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Vol. 8 No. 2 (2019): May-August 2019
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Articles

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