Multigenerational employees can evidently impact human resource management practices in terms of effective employee retention. Arguably, a high turnover intention of young employees can hinder a company’s human resource development, while a high volume of retirement of senior employees can create a skill deficit and even a labor management dilemma. This study explored how a supportive work environment can retain employees of different age groups in Thailand’s small- and medium-sized enterprises (SMEs), particularly Generation X and Y. It modeled a supportive work environment that impacts the behaviors of Generation X and Y employees, taking into consideration the relationship among factors such as person–job fit, person–group fit, person–supervisor fit, person–organization fit, person–environment fit, and turnover intention. This paper statistically analyzed a set of data drawn from an attentive survey of a total of 400 employees of SMEs in 4 populous provinces in Thailand using structural equation modeling (SEM) and multigroup analysis (MGA) with the moderation effect of generations. This paper then found that person–job fit, person–group fit, person–supervisor fit, person–organization fit, person–environment fit, and turnover intention can influence an employee’s intention to remain in his/her job. Additionally, the relationship manipulation among the aforementioned variables might influence Generation X and Y employees differently. Under the circumstances, supervisory support with less group involvement may encourage the retention of Generation Y employees, whereas a sufficient focus on job suitability could improve the retention of Generation X employees.

This paper discusses possibilities and limitations of ASEAN's international disaster endeavors by inclusively analyzing how ASEAN has been pursuing effective means to cooperate with its member countries hoping that in turn will bring about regional resilience and the assurance of continuous development among its members. In the case of ASEAN-Thailand cooperation in disaster management, findings show remarkable limitations of ASEAN's aspiration in seeking the consolidation and consistency in its constructed policies, implementation plans and coordination with national policies, dissimilar political circumstances and development of its individual member countries. Seeing awaiting challenges of vigorous international cooperation on disaster management and the ASEAN's endeavors prevailing for longer than two decades, the possibilities of achieving ASEAN's plans have been laying on the determined progress of ASEAN political integration in the foreseeable future.