Malaysia’s trend of employment turnover: Study on Generation Y

Nazdratu Hanini Zulbahari, Rosima Bt Alias

Abstract


This study is about the trend of employment turnover of Generation Y in Malaysia. The objectives of this study is to explore the reasons behind the turnover of Generation Y and to understand the Generation Y employee’s perception towards the turnover in Malaysia. Since Generation Y nowadays is the generation that will take over the job industry in Malaysia, with the study of their trait, behavior and characteristic and their own perceptions, we will be able to understand the reasons over their turnover. Besides, this study will be able to help other researchers to find a way to reduce the turnover among Generation Y later. The organization also will be able to save their time and money on searching new employees. Throughout the study, data were collected using a sampling method involving 72 out of 100 of Generation Y employee’s age between 20 until 37 in Tenaga Nasional Berhad (TNB)’s Bangsar. The choice of this generation is because they are the youth that will rule the country in the future. SPSS Statistics is used in this study for statistical analysis. The reasons for Generation Y’s employment turnover are lack of career advancement, work load, relationship with other colleagues, alternatives job opportunities, job security, and stressed at work. However, Generation Y did not think that training programme is the reason for them to join the organization or to stay in the organization. From the questionnaire, we able to see Generation Y’s perspective on their job. This study is a contribution to Tenaga Nasional Berhad (TNB) to help them to understand and find a possible solution to decrease the turnover among the employees among Generation Y.

 

Key words : Malaysia, Generation Y, Employment Turnover


Full Text:

PDF

References


Agarwal, U. A., Datta, S., Blake-Beard, S. and Bhargava, S. (2012). Linking LMX, innovative work behavior and turnover intentions: The mediating role of work engagement. Career Development International, 17(3), 208-230.

AlBattat, A. R. S. and Mad Som, A. P. (2013). Employee Dissatisfaction and Turnover Crises in the Malaysian Hospitality Industry. International Journal of Business and Management, 8(5), 62-71.

Anand, S., Vidyarthi, P. R., Liden, R. and Rousseau, D. M., (2010). Good citizens in poor-quality relationships: idiosyncratic deals as a subtitute for relationship quality, Academy of Management Journal, 53(5), 970-988.

Barron, P., Maxwell, G., Broadbridge, A. and Odgen, S. (2007). Careers in Hospitality Management: Generation Y’s Experiences Perceptions. Journal of Hospitality and Tourism Management, 14(2), 119-128.

Brough, P., Johnson, G., Drummond, S., Pennisi, S. and Timms, C. (2011). Comparisons of cognitive ability and job attitudes of older and younger workers. Equality Diversity and Inclusion: An International Journal, 30(2), 105-126.

Chi, C. G., Maier, T. A. and Gursoy, D. (2013). Employees’ perceptions of younger and older managers by generation and job category. International Journal of Hospitality Management, 34, 42-50.

Chen C. (2006). Job satisfaction, organizational commitment, and flight attendants’ turnover intentions: A note. Journal of Air Transport Management 12, 274–276.

Choi, Y. G., Kwon, K. and Kim, W. (2013). Effects of attitudes vs experience of workplace fun on employee behaviors: Focused on Generation Y in the hospitality industry. International Journal of Contemporary Hospitality Management, 25(3), 410-427.

Guillot-Soulez, C. and Soulez, S. (2014) On the heterogeneity of Generation Y job prefereances. Employee Relations, 36(4), 319-332.

Gursoy, D., Maier T. A. and Chi C. G. (2008). Generational differences: An examination of work values and generational gaps in the hospitality workforce. International Journal of Hospitality Management, 27, 448-458.

Harris, K. J., Wheeler, A. R. and Kacmar K. M. (2009). Leader-member exchange and empowerment: Direct and interactive effects on job satisfaction, turnover intentions, and performance. The Leadership Quarterly, 20, 371-382.

Holtom, B. C., Mitchell, T. R., Lee, T. W., and Eberly, M. B. (2008). Turnover and retention research: A glance at the past, a closer review of the present, and a venture into the future. The Academy of Management Annals, 2, 231–274.

Khilji S. E. and Wang X., (2007)New evidence in an old debate: Investigating the relationship between HR satisfaction and turnover. International Business Review 16, 377–395.

Lee, C. S., Hung, D. K. M. and Ling, T. C. (2012). Work values of Generation Y preservice teachers in Malaysia. Procedia - Social Behavior Sciences, 65, 704-710.

Lee, T. (1988). How job dissatisfaction leads to employee turnover. Journal of Business Psychology, 2(3), 263-271.

Luscombe, J., Lewis, I. and Biggs, H. C. (2013). Essential elements for recruitment and retention: Generation Y. Education + Training, 55(3), 272-290.

Maxwell, G. A. and Broadbridge, A. (2014). Generation Y graduates and career transition: Perspectives by gender. European Management Journal, 32, 547-553.

Palese A., Pantali G. and Saiani L. (2006). The management of a multigenerational nursing team with different qualifications: A qualitative study. Health Care Management, 25, 173-93.

Park, J. D., Gursoy, D. (2012). Generational effects on work engagement among U.S. hotel employees. International Journal of Management of Hospitality Management, 31(4), 1195-1202.

Rai, S. (2012). Engaging young employees (Gen Y) in a social media dominated world - Review and Retrospection. Procedia - Social and Behavioral Sciences, 37, 257-266.

Russo, M. and Buonocore, F. (2011). The relationship between work-family enrichment and nurse turnover. Journal of Managerial Pschycology, 27(3), 216-236.

Shaw, S. and Fairhurst, D. (2008), Engaging a new generation of graduates. Education + Training, 50 (5), 366-378.

Slavich, B., Capetta, R. and Giangreco, A. (2014). Exploring the link between human resource practices and turnover in multi-brand companies: The role of brand units’ images. European Management Journal, 32, 177-189.

Smola,K. W. and Sutton, C. D. (2002). Generational differences: revisiting generational work values for the new millenium. Journal of Organizational Behavior, 23, 363-382.

Steel, R. P. and Lounsbury J. W. (2009). Turnover process models: Review and synthesis of a conceptual literature. Human Resource Management Review, 19, 271-282.

Tse, H. H. M, Huang, X. and Lam W. (2013). Why does transformational leadership matter for employee turnover? A multi-foci sosial exchange perspective. The Leadership Quarterly, 24, 763-776.

Twenge, J.M., 2010. A review of the empirical evidence on generational differences in work attitudes. Journal of Business and Psychology 25 (2), 201–210.

Wan Yusoff, W. F., Queiri, A., Zakaria, S. and Raja Hisham, R. R. I. (2013). Generation-Y Turnover Intention in Business Process Outsourcing Sector. 2nd International Conference on Management, Economics and Finance (2nd ICMEF 2013) Proceeding, 429-439.

Zopiatis, A., Constanti, P. and Theocharous A. L. (2014). Job involvement, commitment, satisfaction and turnover: Evidence from hotel employees in Cyprus. Tourism Management, 41, 129-140.


Refbacks

  • There are currently no refbacks.