Why and how are millennials sensitive to unfairness? Focusing on the moderated mediating role of generation on turnover intention

Kyeong, Kyu-Woong; Kim, Minjai

doi:10.1080/23276665.2022.2159463

Cited by 4 publications

(14 citation statements)

References 61 publications

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“…Second, regarding procedural justice, Generation MZ prioritizes transparency and consistency in decision-making processes. MZers seek to have their opinions considered and expect all relevant information to be managed in an open and fair manner [27]. The absence of fair procedures can lead to distrust and frustration, potentially diminishing their loyalty to an organization.…”

Section: The Moderating Role Of Generational Differencesmentioning

confidence: 99%

“…This investigation is particularly relevant in the context of the entry of the MZ generation (individuals born between 1981 and 2005) into the Korean workforce. This generation, known for its acute sensitivity to fairness in the distribution of resources within organizations, now represents a significant segment of the labor market [27,28]. The Ministry of Personnel Management's 2021 data indicate that the MZ generation comprises 41.4% of the Korean workforce [29].…”

Section: Introductionmentioning

confidence: 99%

“…Their increasing presence in the public sector has introduced distinct communication styles and value systems to the workplace that diverge from those of previous generations [28,30]. This demographic evolution highlights the urgent need for public sector organizations to adapt to this shift in workforce composition by acknowledging the unique characteristics of the MZ generation and fostering enhanced intergenerational understanding [27]. Of particular interest in this study is the perception of MZ employees in public organizations that they experience unfair treatment compared to older generations [29].…”

Section: Introductionmentioning

confidence: 99%

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Examining the Effect of Organizational Justice on Turnover Intention and the Moderating Role of Generational Differences: Evidence from Korean Public Employees

Moon,

Lim,

Kim

2024

Sustainability

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The government sector in South Korea is witnessing a significant increase in employee turnover rates, a phenomenon that challenges the notion of organizational sustainability. This trend is particularly influenced by the influx of Generation MZ public employees who possess professional values distinct from those of older generations, thereby eroding the longstanding view of public service as a lifelong commitment. This shift necessitates the implementation of human resource management strategies that prioritize organizational justice to effectively reduce turnover intention in public employees, especially among the MZ generation, whose members strongly demand fair compensation and treatment. This study delves into the impact of distributive, procedural, and interactional justice on the turnover intentions of public employees while also exploring how these effects vary between Generation MZ and older generations. The study’s findings indicate that all three dimensions of justice inversely affect turnover intention. Interestingly, while generational differences do not significantly moderate the effects of distributive justice and interactional justice on turnover intentions, the influence of procedural justice in mitigating turnover intention is more pronounced among Generation MZ employees compared to their older counterparts. These insights highlight the critical need for human resource practices that bolster organizational justice. In public organizations with a significant number of Generation MZ employees, enhancing procedural justice can effectively reduce their intentions to leave. Additionally, the study underscores the importance of devising generational management strategies, particularly those that focus on fair processes for compensation distribution and supervisor treatment, to curb turnover intention, especially within the Generation MZ cohort of public employees in South Korea.

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Section: The Moderating Role Of Generational Differencesmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Examining the Effect of Organizational Justice on Turnover Intention and the Moderating Role of Generational Differences: Evidence from Korean Public Employees

Moon,

Lim,

Kim

2024

Sustainability

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“…Although many variables were linked to turnover intention, person–environment fit was not involved in the research model. Moreover, generational differences were included as potential moderators in recent studies that investigated turnover intention and employee retention; however, supportive work environments were not the primary focus of this investigation [ 25 , 26 ]. Additionally, a study in Serbia aimed to explore the link between flexible working arrangements and employee turnover intentions with job satisfaction serving as a mediator [ 33 ].…”

Section: Review Of the Related Literature And Theoretical Developmentmentioning

confidence: 99%

“…Yet, the employee generation was not applied as a moderator in their studies. On the other hand, a recent study regarding turnover intention and employee retention used generations as moderating variables, but supportive work environments were overlooked [ 25 , 26 ]. In sum, none of those papers investigated or described how generational diversity might play a moderating role in the relationships between supportive work environments and turnover intention by targeting SME employees.…”

Section: Introductionmentioning

confidence: 99%

An Analysis of Multigenerational Issues of Generation X and Y Employees in Small- and Medium-Sized Enterprises in Thailand: The Moderation Effect of Age Groups on Person–Environment Fit and Turnover Intention

Rattanapon

Jorissen

Jones

et al. 2023

Behavioral Sciences

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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.

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Turnover intention among Vietnamese millennials in the workplace

Yang,

Thu Hue,

Takeda

2023

EBHRM

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PurposeDrawing upon the framework of social exchange theory, this study investigated the influence of work-life balance, procedural justice and distributive justice on job satisfaction and turnover intention among Vietnamese millennials.Design/methodology/approachEmploying a quantitative research method, the authors collected a sample of 258 millennial participants in Vietnam. Utilizing the method of multiple regression analysis, the collected data were rigorously examined.FindingsThe results showed that job satisfaction is negatively related to the turnover intention of the millennial generation in Vietnam. Distributive justice is a stronger predictor of job satisfaction than procedural justice. Of particular note, the study revealed an intriguing result: work-life balance does not have a significant influence on job satisfaction among millennials.Practical implicationsLeveraging insights from national cultural theories, the authors' findings provide some insightful explanations of what drives millennials in Vietnam to consider leaving their organizations.Social implicationsThe study provides some insights for policymakers in Vietnam and other similar developing countries to reform their approach at managing the millennial generation.Originality/valueThe research addresses the existing gap in literature by delving into the underlying factors driving the propensity of Vietnamese millennials to frequently switch jobs.

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Why and how are millennials sensitive to unfairness? Focusing on the moderated mediating role of generation on turnover intention

Cited by 4 publications

References 61 publications

Examining the Effect of Organizational Justice on Turnover Intention and the Moderating Role of Generational Differences: Evidence from Korean Public Employees

Examining the Effect of Organizational Justice on Turnover Intention and the Moderating Role of Generational Differences: Evidence from Korean Public Employees

An Analysis of Multigenerational Issues of Generation X and Y Employees in Small- and Medium-Sized Enterprises in Thailand: The Moderation Effect of Age Groups on Person–Environment Fit and Turnover Intention

Turnover intention among Vietnamese millennials in the workplace

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