The Influence of Work Motivation on Turnover Intention among Gen Y Employees

Abstract

Work motivation has been identified as an influential variable associated with turnover intention. However, only a few studies have examined its prediction on turnover intention. This study discussed the influences of work motivational factors (compensation, nature of job and interpersonal relationship) on turnover intention among Gen Y employees. The sampling method used in this study was stratified random sampling and the sample size was 108 employees in the manufacturing company. The results indicated that the level of work motivation among Gen Y employees is moderate, while the level of turnover intention is high. The result also shows that there is no significant difference of work motivation based on gender among Gen Y employees. The multiple regression results indicated that the three factors of work motivation such as interpersonal, compensation, and nature of the job did not have significant influence on turnover intentions of Gen Y employees. This research concludes with the recommendations for the employees and future works for researcher.

Gen Z Workforce and Job-Hopping Intention: A Study among University Students in Malaysia

“…For instance, a study by Hemdi et al (2018) found that interpersonal relationships in the workplace did not significantly predict the intention of job hopping among employees, and the employees' decision to stay longer with their organization was not affected by the relationships that they had with colleagues at work. Moreover, a study among youth by Parthiban and Mahfar (2019) found that interpersonal relationships did not have significant influence on the employees intention to leave their organization. Furthermore, Kim et al (2013) finding on the employee's turnover intention, found that employees had realized and believed that interpersonal relationships are not important for their employment as they were previously.…”