Understanding turnover of generation Y early-career workers: the influence of values and field of study

IF 3.3 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR Personnel Review Pub Date : 2024-07-23 DOI:10.1108/pr-10-2023-0918
Rita Rueff-Lopes, Ferran Velasco, Josep Sayeras, Ana Junça-Silva
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Abstract

Purpose

Generation Y early-career workers have the highest turnover rates ever seen. To better understand this phenomenon, this study combines the P-O values fit with the Cohort perspectives to (1) identify the work-related values of this generation, (2) explore the relation between values and turnover intentions and examine how the field of study influences this relationship and (3) verify if the turnover intentions materialized one year after the first data collection.

Design/methodology/approach

We interviewed 71 early-career workers and applied thematic analysis to identify the value categories. A classification decision tree tested whether the field of study influences the relation between values and turnover intentions. A post-test was conducted to determine whether the reported turnover intentions were materialized one year later.

Findings

Thematic analysis yielded 285 themes that were grouped into 12 values’ categories. Decision trees revealed that the combination of values that most predicted turnover was substantially different between Finance graduates (more instrumental and future-oriented values) and Innovation and Entrepreneurship graduates (more social and job-oriented values). The post-test confirmed that the number of respondents who reported an intention to quit their jobs during the interview with us and did quit one year later was statistically significant.

Originality/value

To our knowledge, this is the first study that uses critical incident interviews to explore the work-related values of this specific cohort and their relation to turnover. Our findings on the moderating effects of the field of study are unprecedented. We also identified three new work-value categories, and, to our knowledge, this is the first study that used decision trees to explore the relation between values and turnover.

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了解 "Y一代 "早期职业工作者的流动情况:价值观和研究领域的影响
目的 Y 代早期职业工作者的离职率是有史以来最高的。为了更好地理解这一现象,本研究将 P-O 价值观契合与队列视角相结合,以(1)识别这一代人与工作相关的价值观;(2)探讨价值观与离职意向之间的关系,并研究学习领域如何影响这种关系;(3)验证离职意向是否在首次数据收集一年后实现。分类决策树测试了研究领域是否会影响价值观与离职意向之间的关系。结果专题分析得出了 285 个主题,这些主题被归为 12 个价值观类别。决策树显示,最能预测离职的价值观组合在金融专业毕业生(更多的是工具和面向未来的价值观)和创新与创业专业毕业生(更多的是社会和面向工作的价值观)之间有很大不同。据我们所知,这是第一项使用关键事件访谈来探讨这一特定群体的工作相关价值观及其与离职关系的研究。我们在研究领域的调节作用方面的发现是前所未有的。我们还发现了三个新的工作价值观类别,据我们所知,这是第一项使用决策树来探讨价值观与离职之间关系的研究。
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来源期刊
Personnel Review
Personnel Review Multiple-
CiteScore
7.10
自引率
7.70%
发文量
133
期刊介绍: Personnel Review (PR) publishes rigorous, well written articles from a range of theoretical and methodological traditions. We value articles that have high originality and that engage with contemporary challenges to human resource management theory, policy and practice development. Research that highlights innovation and emerging issues in the field, and the medium- to long-term impact of HRM policy and practice, is especially welcome.
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