Examining employee retention and motivation: the moderating effect of employee generation

IF 1.6 Q2 Business, Management and Accounting Evidence-based HRM-A Global Forum for Empirical Scholarship Pub Date : 2022-04-18 DOI:10.1108/ebhrm-05-2021-0101
C. C. Lee, Hyoun Sook Lim, D. Seo, Dong-Heon Kwak
{"title":"Examining employee retention and motivation: the moderating effect of employee generation","authors":"C. C. Lee, Hyoun Sook Lim, D. Seo, Dong-Heon Kwak","doi":"10.1108/ebhrm-05-2021-0101","DOIUrl":null,"url":null,"abstract":"PurposeThis study explored moderating effects of employee generations on factors related to employee retention and motivation in the workplace.Design/methodology/approachThe authors developed a survey instrument and collected the survey data via Amazon Mechanical Turk. After filtering out bad responses, the authors ended up with 489 sample cases for this study. The authors used structural equation modeling for data analysis.FindingsEvidence showed that only transformational leadership was significantly related to retention of Generation X employees and only work–life balance had a significant relationship with intrinsic motivation. For Generation Y employees, transformational leadership was the only factor affecting their retention while both transformational leadership and autonomy showed significant impacts on their intrinsic motivation. Generation Z employees reported that only transformation leadership affected their retention while transformational leadership, corporate social responsibility and autonomy were significantly related to their intrinsic motivation in the workplace. All three generations showed statistical significance between intrinsic motivation and employee retention.Practical implicationsThis study could help business practitioners increase employees' work motivation and retention.Originality/valueFirst, our results revealed interesting similarities and differences between generations in terms of the factors that affected employees' retention and motivation. Second, this study proved that employees' generation affects the impacts of transformational leadership, CSR, autonomy, WLB and technology on their motivation and retention in the workplace. Third, the results of our study also showed that employees of different generations are intrinsically motivated by different factors, proving the importance of considering generational differences in motivation literature.","PeriodicalId":51902,"journal":{"name":"Evidence-based HRM-A Global Forum for Empirical Scholarship","volume":null,"pages":null},"PeriodicalIF":1.6000,"publicationDate":"2022-04-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"11","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Evidence-based HRM-A Global Forum for Empirical Scholarship","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.1108/ebhrm-05-2021-0101","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q2","JCRName":"Business, Management and Accounting","Score":null,"Total":0}
引用次数: 11

Abstract

PurposeThis study explored moderating effects of employee generations on factors related to employee retention and motivation in the workplace.Design/methodology/approachThe authors developed a survey instrument and collected the survey data via Amazon Mechanical Turk. After filtering out bad responses, the authors ended up with 489 sample cases for this study. The authors used structural equation modeling for data analysis.FindingsEvidence showed that only transformational leadership was significantly related to retention of Generation X employees and only work–life balance had a significant relationship with intrinsic motivation. For Generation Y employees, transformational leadership was the only factor affecting their retention while both transformational leadership and autonomy showed significant impacts on their intrinsic motivation. Generation Z employees reported that only transformation leadership affected their retention while transformational leadership, corporate social responsibility and autonomy were significantly related to their intrinsic motivation in the workplace. All three generations showed statistical significance between intrinsic motivation and employee retention.Practical implicationsThis study could help business practitioners increase employees' work motivation and retention.Originality/valueFirst, our results revealed interesting similarities and differences between generations in terms of the factors that affected employees' retention and motivation. Second, this study proved that employees' generation affects the impacts of transformational leadership, CSR, autonomy, WLB and technology on their motivation and retention in the workplace. Third, the results of our study also showed that employees of different generations are intrinsically motivated by different factors, proving the importance of considering generational differences in motivation literature.
查看原文
分享 分享
微信好友 朋友圈 QQ好友 复制链接
本刊更多论文
检视员工保留与激励:员工生成的调节作用
目的探讨员工代际对员工留任和工作动机相关因素的调节作用。设计/方法/方法作者开发了一种调查工具,并通过Amazon Mechanical Turk收集调查数据。在过滤掉不良反应后,作者最终为这项研究提供了489个样本病例。作者采用结构方程模型进行数据分析。研究结果表明,只有变革型领导与X一代员工的留存率显著相关,只有工作与生活平衡与内在动机显著相关。对于Y世代员工来说,变革型领导是唯一影响他们留任的因素,而变革型领导和自主性对他们的内在动机都有显著影响。Z世代员工报告称,只有变革型领导对他们的留任有影响,而变革型领导、企业社会责任和自主性对他们的职场内在动机有显著影响。三代人内在激励对员工留任的影响均有统计学意义。实践意义本研究可以帮助企业提高员工的工作动机和保留率。创意/价值首先,我们的研究结果揭示了在影响员工留任和激励的因素方面,几代人之间有趣的异同。其次,本研究证明了员工的生成会影响变革型领导、企业社会责任、自主性、工作负载和技术对员工在工作场所的动机和保留度的影响。第三,我们的研究结果还表明,不同世代的员工受到不同因素的内在激励,证明了在激励文献中考虑代际差异的重要性。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
求助全文
约1分钟内获得全文 去求助
来源期刊
CiteScore
2.70
自引率
6.20%
发文量
39
期刊最新文献
Do employees involved in career accidents experience greater work engagement? The moderating role of job resources Healthy employees are assets: a structural model based on individual and organizational characteristics for hotel employee well-being The moderating effects of positive thinking on the relationship between job stress and turnover intention Extending training predictors link with training transfer through mediation of motivation Impacts of knowledge-based HRM, knowledge sharing and perceived organizational supports on innovation performance: a moderated-mediation analysis
×
引用
GB/T 7714-2015
复制
MLA
复制
APA
复制
导出至
BibTeX EndNote RefMan NoteFirst NoteExpress
×
×
提示
您的信息不完整,为了账户安全,请先补充。
现在去补充
×
提示
您因"违规操作"
具体请查看互助需知
我知道了
×
提示
现在去查看 取消
×
提示
确定
0
微信
客服QQ
Book学术公众号 扫码关注我们
反馈
×
意见反馈
请填写您的意见或建议
请填写您的手机或邮箱
已复制链接
已复制链接
快去分享给好友吧!
我知道了
×
扫码分享
扫码分享
Book学术官方微信
Book学术文献互助
Book学术文献互助群
群 号:481959085
Book学术
文献互助 智能选刊 最新文献 互助须知 联系我们:info@booksci.cn
Book学术提供免费学术资源搜索服务,方便国内外学者检索中英文文献。致力于提供最便捷和优质的服务体验。
Copyright © 2023 Book学术 All rights reserved.
ghs 京公网安备 11010802042870号 京ICP备2023020795号-1