WORKPLACE VALUES, SUSTAINABLE EMPLOYMENT AND TURNOVER INTENTION: A GENERATIONAL PERSPECTIVE
Abstract: What makes a person willing to leave their job? What makes an employment sustainable?Research have been conducted to explain employee turnover based on three different aspects; a person’s intent to leave, company failure to satisfy the employee’s expectations of the work and sustainable employment. This thesis aimed to investigate work values, employee turnover intention and sustainable employment among the Millennial generation at Company X, a Swedish company working with logistics (n = 59). The millennial generation in this study were defined as people born between 1979-1994. The participants were divided into three age groups: under 24 years of age, between 24 and 39 years and over 39 years. The study applied a combined qualitative and quantitative method. The Copenhagen Psychosocial Questionnaire II (COPSOQ) was used and analyzed using ANOVA and regression analysis. Four supplementary semi-structured interviews were conducted, and the data was analyzed using thematic analysis. The quantitative results showed no significant difference between age groups and the COPSOQ dimensions except on the scale Health and Wellbeing. Work and Private life predicted sustainable employment and Cooperation and Leadership significantly predicted turnover intention. Results from the qualitative data helped to identify the underlying causes for sustainable employment and turnover intention. Conclusion: The study suggested that individual factors better explain sustainable employment and turnover intention at Company X rather than generational differences.
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