KEY FACTORS FOR INTENTION TO STAY OF MILLENNIAL EMPLOYEES: AN EMPIRICAL STUDY OF THREE INDONESIAN COMPANY SECTORS
The millennial generation will soon dominate the workforce in Indonesia. This generation has different characteristics from its predecessor. Various studies and surveys have found out that millennial employees have a tendency to switch their jobs within two years if they feel disengaged. Millennial...
| Main Authors: | , , |
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| Format: | Article |
| Language: | English |
| Published: |
CEOs Ltd.
2020-01-01
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| Series: | Innovative Issues and Approaches in Social Sciences |
| Subjects: | |
| Online Access: | http://www.iiass.com/pdf/IIASS-2020-no1-art5.pdf |
| _version_ | 1828419613327622144 |
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| author | Hanny Gheany Sabrina Dewi Tamara |
| author_facet | Hanny Gheany Sabrina Dewi Tamara |
| author_sort | Hanny |
| collection | DOAJ |
| description | The millennial generation will soon dominate the workforce in Indonesia. This generation has different characteristics from its predecessor. Various studies and surveys have found out that millennial employees have a tendency to switch their jobs within two years if they feel disengaged. Millennial employees are more interested in trying out different jobs before they settle on a career than the previous generation. This could increase the turnover rate of a company. This research strives to study the critical factors for intention to stay of the millennial employees in three company sectors in Indonesia, including oil and gas, airline, and FMCG. The three key factors are employee development, salaries and compensation, and work-life interference. Online surveys were sent to millennial employees from these three company sectors. A multiple regression analysis was then used to predict the relationship among the key factors with the intention to stay. The analysis results revealed that salary and compensation, and employee development had a positive influence on millennial employees’ intention to stay, while work-life interference had a negative influence on intention to stay. The findings of this research are expected to help the human resource departments of these three company sectors and researchers to formulate an appropriate strategy to retain their millennial employees. |
| first_indexed | 2024-12-10T14:57:00Z |
| format | Article |
| id | doaj.art-3662fa5cd1c147d9a2691d93409f91b1 |
| institution | Directory Open Access Journal |
| issn | 1855-0541 |
| language | English |
| last_indexed | 2024-12-10T14:57:00Z |
| publishDate | 2020-01-01 |
| publisher | CEOs Ltd. |
| record_format | Article |
| series | Innovative Issues and Approaches in Social Sciences |
| spelling | doaj.art-3662fa5cd1c147d9a2691d93409f91b12022-12-22T01:44:17ZengCEOs Ltd.Innovative Issues and Approaches in Social Sciences1855-05412020-01-0113110.12959/issn.1855-0541.IIASS-2020-no1-art5KEY FACTORS FOR INTENTION TO STAY OF MILLENNIAL EMPLOYEES: AN EMPIRICAL STUDY OF THREE INDONESIAN COMPANY SECTORSHannyGheany SabrinaDewi TamaraThe millennial generation will soon dominate the workforce in Indonesia. This generation has different characteristics from its predecessor. Various studies and surveys have found out that millennial employees have a tendency to switch their jobs within two years if they feel disengaged. Millennial employees are more interested in trying out different jobs before they settle on a career than the previous generation. This could increase the turnover rate of a company. This research strives to study the critical factors for intention to stay of the millennial employees in three company sectors in Indonesia, including oil and gas, airline, and FMCG. The three key factors are employee development, salaries and compensation, and work-life interference. Online surveys were sent to millennial employees from these three company sectors. A multiple regression analysis was then used to predict the relationship among the key factors with the intention to stay. The analysis results revealed that salary and compensation, and employee development had a positive influence on millennial employees’ intention to stay, while work-life interference had a negative influence on intention to stay. The findings of this research are expected to help the human resource departments of these three company sectors and researchers to formulate an appropriate strategy to retain their millennial employees.http://www.iiass.com/pdf/IIASS-2020-no1-art5.pdfmillennialsintention to stayemployee developmentsalaries and compensations |
| spellingShingle | Hanny Gheany Sabrina Dewi Tamara KEY FACTORS FOR INTENTION TO STAY OF MILLENNIAL EMPLOYEES: AN EMPIRICAL STUDY OF THREE INDONESIAN COMPANY SECTORS Innovative Issues and Approaches in Social Sciences millennials intention to stay employee development salaries and compensations |
| title | KEY FACTORS FOR INTENTION TO STAY OF MILLENNIAL EMPLOYEES: AN EMPIRICAL STUDY OF THREE INDONESIAN COMPANY SECTORS |
| title_full | KEY FACTORS FOR INTENTION TO STAY OF MILLENNIAL EMPLOYEES: AN EMPIRICAL STUDY OF THREE INDONESIAN COMPANY SECTORS |
| title_fullStr | KEY FACTORS FOR INTENTION TO STAY OF MILLENNIAL EMPLOYEES: AN EMPIRICAL STUDY OF THREE INDONESIAN COMPANY SECTORS |
| title_full_unstemmed | KEY FACTORS FOR INTENTION TO STAY OF MILLENNIAL EMPLOYEES: AN EMPIRICAL STUDY OF THREE INDONESIAN COMPANY SECTORS |
| title_short | KEY FACTORS FOR INTENTION TO STAY OF MILLENNIAL EMPLOYEES: AN EMPIRICAL STUDY OF THREE INDONESIAN COMPANY SECTORS |
| title_sort | key factors for intention to stay of millennial employees an empirical study of three indonesian company sectors |
| topic | millennials intention to stay employee development salaries and compensations |
| url | http://www.iiass.com/pdf/IIASS-2020-no1-art5.pdf |
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