Generation Y-Turnover: A Complementary Fit Perspective
Keywords:
Generation Y, Turnover, Complementary fit, Business process outsourcing sector
Abstract
Generation Y becomes the main pillar of workforce around the world. This generation enters the workplace with different values and characteristics from their counterparts of other generational workforces. In Malaysia, generation Y employees are well known of their high job mobility. Human resource managers are in dilemma of how to retain this new workforce? This paper serves the purpose to respond to such queries by investigating the factors contributing to Generation Y employees’ Turnover from a complementary fit perspective. This study was conducted in Malaysian Business Process Outsourcing Sector (PBO). The total sample was comprised of 318 respondents belong to generation Y employees. The data was analysed in Amos using two steps approach. Extrinsic, freedom and demand abilities fit were the predictors of Generation Y employees’ intention to quit in Malaysian BPO sector.Using cross sectional method limits our understanding to whether the predictors of turnover intention were due to career effects or generational effects. This study provides empirical evidences to Malaysian HR Managers to what makes generation Y employees leave the organization. This is a better surrogate of the existed anecdotal information. Furthermore, this study informs HR Managers that stereotyping the findings from Western context may be treated with caution.
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References
Allen, N. J. & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization.Journal of occupational psychology, 63(1), 1-18.
Anderson, J. C. & Gerbing, D. W. (1982). Some methods for respecifying measurement models to obtain unidimensional construct measurementâ€.
Angeline, T. (2011). Managing generational diversity at the workplace expectations and perceptions of different generation’s expectations and perceptions of different generations.African Journal of Business Management, 5(2), 249-255.
Arthur, J. W., Bell, S. T., Villado, A. J. & Doverspike, D. (2006). The use of personorganization fit in employment decision making: An assessment of its criterion-related validity.Journal of Applied Psychology, 91(4), 786-801.
Bagozzi, R.P., Yi, Y. & Philips, L.W. (1991).Assessing construct validity in organizational research.Administrative Science Quarterly, 36, 421-58.
Baruch, Y. (2006). Career development in organizations and beyond: Balancing traditional and contemporary viewpoints. Human Resource Management Review, 16, 125-138.
Bentler, P.M. (1990). Comparative fit indices in structural models.Psychological Bulletin, 107(2), 238-46.
Byrne, D. E. (1971). The attraction paradigm. Academic Pr.
Cable, D. M. & DeRue, D. S. (2002). The convergent and discriminant validity of subjective fit perceptions.Journal of Applied Psychology, 87(5), 875–884.
Calisir, F., Gumussoy, C. & Iskin, I. (2011). Factors affecting intention to quit among IT professionals in Turkey.Personnel Review, 40(4), 514-533.
Cennamo, L. & Gardner, D. (2008). Generational differences in work values, outcomes and person organisation values fit.Journal of Managerial Psychology, 23(8), 891-906.
Ching, S. & Kee, D. (2012). Work values-career commitment relationship of generation y teachers in Malaysia, International Conference on Economics Marketing and Management, IACSIT Press, Singapore, pp. 242-246.
Choong, Y. O., Keh, C. G., Tan, Y.T. & Lim, Y.H. (2013). Propensity to Work Abroad Amongst Generation Y Working Adults in Malaysia, Proceeding of the International Conference on Social Science Research , World Conferences , Penang, Malaysia, pp. 695-705.
Dawis, R. V., Lofquist, L. H. & Weiss, D. J. (1968). A Theory of Work Adjustment: A revision. Minnesota studies in vocational rehabilitation.
Deery, M. (2008). Talent management, work-life balance and retention strategies.International Journal of Contemporary Hospitality Management, 20(7), 792 - 806.
Downe, A., Loke, S. P., Ho, J. & Taiwo, A. (2012). Corporate talent needs and availability in Malaysian service industry.International Journal of Business and Management, 7(2), 224-235.
Edwards, J. A. & Billsberry, J. (2010). Testing a multidimensional theory of personenvironment fit.Journal of Managerial Issues, 22(4), 476–493.
Edwards, J.R. (1996). An examination of competing versions of the person-environment approach to stress.Academy Of Management Journal, 39(2), 292-339.
Eisner, S.P. (2005). Managing Generation Y.Sam Advanced Management Journal, 70(4), 4-15.
Elfenbein, H. A. & O’Reilly, C. A. (2007). Fitting in: the effects of relational demography and person-culture fit on group process and performance.Group and Organization Management, 32(1), 109-142.
Firth, L., Mellor, D., Moore, K. & Loquet, C. (2004). How can managers reduce employee intention to quit? Journal of Managerial Psychology, 19(2), 170-187.
Fornell, C. & Larcker, D.F. (1981). Evaluating structural equation models with unobservable variables and measurement error.Journal of Marketing Research, 18(1), 39-50.
Giancola, F. (2006). The generation gap: more myth than reality.Human Resource Planning, 29(4), 32-37.
Giauque, D., Resenterra, F. & Siggen, M. (2014). Antecedents of job satisfaction, organizational commitment and stress in a public hospital: a P-E fit perspective.Public Organization Review, 14(2), 201-228.
Griffeth, R.W., Hom, P. W. &Gaertner, S. (2000). A Meta-Analysis of Antecedents and correlates of Employee Turnover: Update, Moderator tests, and Research implications for the next millennium. Journal of Management, 26(3), 463-488.
Griffeth, R. W. & Hom, P. W. (1995). The employee turnover process.Research in personnel and human resources management, 13(3), 245-293.
Hair, J., Black, W., Babin, B., Anderson, R. & Tatham, R. (2006). Multivariate data analysis, Upper saddle River, N.J.: Pearson Prentice Hall.
Hair, J.F., Anderson, R.E., Tatham, R.L. & Black, W.C. (1998). Multivariate Data Analysis with Readings, Prentice-Hall, Englewood Cliffs, NJ
Han, D. & Su, X. (2011). Managing Generation Y: recruiting and motivating. International Conference on Management and Service Science, Wuhan, China, pp. 1-4.
Hassan, M., Akram, A. & Naz, S. (2012). The relationship between person organization fit, person-job-fit and turnover intention in banking sector of Pakistan: the mediating role of psychological climate.International Journal of Human Resource Studies, 2(3), 172.
Hochwarter, W., Kacmar, C., Perrewe, P. & Johnson, D. (2003). Perceived organizational support as a mediator of the relationship between politics perceptions and work outcomes.Journal of Vocational Behavior, 63, 438–456.
House, R. & Rizzo, J. (1972). Toward the measurement of organizational practices: scale development and validation.Journal of Applied Psychology, 56(5), 388.
Howe, N. & Strauss, W. (2007). The next 20 years: how customers and workforce attitudes will evolve.Harvard Business Review, 85(7), 41-52.
Huang, C., Wang, Y., Wu, T. & Wang, P. (2013). An Empirical analysis of the antecedents and performance consequences of using the moodle platform.International Journal of Information and Education Technology, 3(2), 217-221.
Hu & Bentler. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives, Structural Equation Modeling. A Multidisciplinary Journal, 6(1), 1-55.
Josiam, B., Crutsinger, C., Reynolds, J. & Vi Dotter, T. (2009). An empirical study of the work attitudes of generation y college students in the USA: the case of hospitality and merchandising undergraduate majors.Journal of Services Research, 9(1), 5.
Kim, H., Knight, D. & Crutsinger, C. (2009). Generation Y employees' retail work experience: the mediating effect of job characteristics.Journal of Business Research, 62(5), 548–556.
Karasek, R. A. (1979). Job demands, job latitude, and mental strain: implications for job redesign. Administrative Science Quarterly, 24, 285–308.
Kowske, B. J., Rasch, R. & Wiley, J. (2010). Millennials’ (lack of) attitude problem: An empirical examination of generation effects on work attitudes.Journal of Business and Psychology, 25(2), 265-279.
Kristof, A.L. (1996). Person-Organisation fit: an integrative review of its conceptualizations, measurement, and implications.Personnel Psychology, 49(1), 10-49.
Kristof-Brown, A.L., Zimmerman, R.D. & Johnson, E.C. (2005). Consequences of individuals‘fit at work: a meta-analysis of person-job, person-organisation, person-group, and person-supervisor fit.Personnel Psychology, 58(2), 281–342.
Kupperschmidt, B.R. (2000). Multigenerational employees: strategies for effective management.The Health Care Manager, 19(1), 65-76.
Lee, C., Hung, D. & Ling, T. (2012). Work values of Generation Y pre-service teachers Malaysia, International Congress on Interdisciplinary Business and Social Sciences.Procedia - Social and Behavioral Sciences, 65, 704 – 710.
Lewin, K. (1935). Dynamic Theory of Personality. New York: Mcgraw-Hill.
Liu, B., Liu, J. & Hu, J. (2010). Person-organization fit, job satisfaction, and turnover intention: an empirical study in the Chinese public sector. Social Behavior and Personality, 38(5), 615-626.
Lyons, S. (2004). An exploration of generational values in life and at work, Thesis submitted for Eric Sprot School of Business, Caleton University.
Macky, K., Gardner, D. & Forsyth, S. (2008). Generational differences at work: introduction and overview.Journal of Managerial Psychology, 28(8), 857-861.
Marthandan, G., Jayashree, S. & Yelwa, H. (2013). Acquiring key competencies in Malaysia, Proceedings of 23rd International Business Research Conference on 18 – 20 November, Melbourne, Australia.
Mathis, R. L. & John, H. J. (2003). Human Resource Management, 10th edition, Cincinnati, OH: South-Western College Publishing.
Meyer, J. P., Stanley, D. J., Herscovitch, L. & Topolnytsky, L. (2002). Affective, Continuance and Normative Commitment to the Organization: A Meta-Analysis of Antecedents, Correlates, and Consequences.Journal of Vocational Behavior, 61(1), 20-52.
Milfont, T. L. & Fischer, R. (2010). Testing measurement invariance across groups: applications in cross-cultural research.International Journal of psychological research, 3(1), 111-130.
Moynihan, D. P. & Pandey, S. K. (2007). Finding workable levers over work motivation: comparing job satisfaction, job involvement, and organizational commitment.Administration and Society, 39(7), 803 - 832.
Muchinsky, P. M. & Monahan, C. J. (1987). what is person-environment congruence? supplementary versus complementary models of fit.Journal of Vocational Behavior, 31(3), 268– 277.
Nee, C., Jing, L., Xin, L., Yee, L. & Lin, T. (2013). A Study of Employees’ Turnover Intention among Generation Y in Fast- Food Industry, Unpublished Thesis, University of Multimedia.
Porter, L. W., Steers, R. M., Mowday, R. T. & Boulian, P. V. (1974). Organizational Commitment, Job Satisfaction, and Turnover Among Psychiatric Technicians. Journal of Applied Psychology, 59(5), 603.
Queiri, A., Yusoff, W. F. W. & Dwaikat, N. (2014). Generation-Y employees’ turnover: work-values fit perspective.International Journal of Business and Management, 9(11), 199.
Schmitt, N., Oswald, F., Friede, A., Imus, A. & Merritt, S. (2008). Perceived fit with an academic environment: attitudinal and behavioural outcomes.Journal of Vocational Behaviour, 72(3), 317-335.
Sheahan, P. (2007). Generation Y in Asia, Sydney: University Of Sydney.
Shore, L. M. & Martin, H. J. (1989). Job satisfaction and organizational commitment in relation to work performance and turnover intentions.Human Relations, 42(7), 625-638.
Solnet, D. & Hood, A. (2008). Generation Y as hospitality employees: framing a research agenda.Journal of Hospitality and Tourism Management, 15, 59–68.
Stevens, J.P. (1992). Applied Multivariate Statistics for the Social Sciences, 2nd edition. Hillsdale, NJ: Erlbaum.
Twenge, J. M. & Campbell, W. K. (2009). The Narcissism Epidemic: Living In the Age of Entitlement, New York: Free Press.
Twenge, J. (2010). A Review of the Empirical Evidence on Generational Differences in Work Attitudes.Journal of Business Psychology, 25(2), 201-210.
Vandenberg, R. J. & Lance, C. E. (2000). A review and synthesis of the measurement invariance literature: suggestions, practices, and recommendations for organizational research.Organizational Research Methods, 3(1), 4−69.
Van Vianen, A. E.M. (2000). Person-Organization Fit: The Match between Newcomers' and Recruiters' Preferences for Organizational Cultures. Personnel Psychology, 53(1), 113–149.
Wan Yusoff, W., Queiri, A., Zakaria, S. & Hisham, R. (2013). Generation-Y turnover intention in business process outsourcing sector, 2nd International Proceeding Conference on Management, Economics and Finance, Kota Kinabalu, Malaysia, 429 – 439.
Westerman, J. W. & Cyr, L. A. (2004). An integrative analysis of person–organization fit theories.International Journal of Selection and Assessment, 12(3), 252–261.
Westerman, J. & Yamamura, J. (2006). Generational preferences for work environment fit: effects on employee outcomes.Career Development International, 12(2), 150-161.
Wong, M., Gardiner, E. & Lang, W. (2008). Generational differences in personality and motivation: do they exist and what are the implications for. Journal of Managerial Psychology, 23(8), 878-890.
Anderson, J. C. & Gerbing, D. W. (1982). Some methods for respecifying measurement models to obtain unidimensional construct measurementâ€.
Angeline, T. (2011). Managing generational diversity at the workplace expectations and perceptions of different generation’s expectations and perceptions of different generations.African Journal of Business Management, 5(2), 249-255.
Arthur, J. W., Bell, S. T., Villado, A. J. & Doverspike, D. (2006). The use of personorganization fit in employment decision making: An assessment of its criterion-related validity.Journal of Applied Psychology, 91(4), 786-801.
Bagozzi, R.P., Yi, Y. & Philips, L.W. (1991).Assessing construct validity in organizational research.Administrative Science Quarterly, 36, 421-58.
Baruch, Y. (2006). Career development in organizations and beyond: Balancing traditional and contemporary viewpoints. Human Resource Management Review, 16, 125-138.
Bentler, P.M. (1990). Comparative fit indices in structural models.Psychological Bulletin, 107(2), 238-46.
Byrne, D. E. (1971). The attraction paradigm. Academic Pr.
Cable, D. M. & DeRue, D. S. (2002). The convergent and discriminant validity of subjective fit perceptions.Journal of Applied Psychology, 87(5), 875–884.
Calisir, F., Gumussoy, C. & Iskin, I. (2011). Factors affecting intention to quit among IT professionals in Turkey.Personnel Review, 40(4), 514-533.
Cennamo, L. & Gardner, D. (2008). Generational differences in work values, outcomes and person organisation values fit.Journal of Managerial Psychology, 23(8), 891-906.
Ching, S. & Kee, D. (2012). Work values-career commitment relationship of generation y teachers in Malaysia, International Conference on Economics Marketing and Management, IACSIT Press, Singapore, pp. 242-246.
Choong, Y. O., Keh, C. G., Tan, Y.T. & Lim, Y.H. (2013). Propensity to Work Abroad Amongst Generation Y Working Adults in Malaysia, Proceeding of the International Conference on Social Science Research , World Conferences , Penang, Malaysia, pp. 695-705.
Dawis, R. V., Lofquist, L. H. & Weiss, D. J. (1968). A Theory of Work Adjustment: A revision. Minnesota studies in vocational rehabilitation.
Deery, M. (2008). Talent management, work-life balance and retention strategies.International Journal of Contemporary Hospitality Management, 20(7), 792 - 806.
Downe, A., Loke, S. P., Ho, J. & Taiwo, A. (2012). Corporate talent needs and availability in Malaysian service industry.International Journal of Business and Management, 7(2), 224-235.
Edwards, J. A. & Billsberry, J. (2010). Testing a multidimensional theory of personenvironment fit.Journal of Managerial Issues, 22(4), 476–493.
Edwards, J.R. (1996). An examination of competing versions of the person-environment approach to stress.Academy Of Management Journal, 39(2), 292-339.
Eisner, S.P. (2005). Managing Generation Y.Sam Advanced Management Journal, 70(4), 4-15.
Elfenbein, H. A. & O’Reilly, C. A. (2007). Fitting in: the effects of relational demography and person-culture fit on group process and performance.Group and Organization Management, 32(1), 109-142.
Firth, L., Mellor, D., Moore, K. & Loquet, C. (2004). How can managers reduce employee intention to quit? Journal of Managerial Psychology, 19(2), 170-187.
Fornell, C. & Larcker, D.F. (1981). Evaluating structural equation models with unobservable variables and measurement error.Journal of Marketing Research, 18(1), 39-50.
Giancola, F. (2006). The generation gap: more myth than reality.Human Resource Planning, 29(4), 32-37.
Giauque, D., Resenterra, F. & Siggen, M. (2014). Antecedents of job satisfaction, organizational commitment and stress in a public hospital: a P-E fit perspective.Public Organization Review, 14(2), 201-228.
Griffeth, R.W., Hom, P. W. &Gaertner, S. (2000). A Meta-Analysis of Antecedents and correlates of Employee Turnover: Update, Moderator tests, and Research implications for the next millennium. Journal of Management, 26(3), 463-488.
Griffeth, R. W. & Hom, P. W. (1995). The employee turnover process.Research in personnel and human resources management, 13(3), 245-293.
Hair, J., Black, W., Babin, B., Anderson, R. & Tatham, R. (2006). Multivariate data analysis, Upper saddle River, N.J.: Pearson Prentice Hall.
Hair, J.F., Anderson, R.E., Tatham, R.L. & Black, W.C. (1998). Multivariate Data Analysis with Readings, Prentice-Hall, Englewood Cliffs, NJ
Han, D. & Su, X. (2011). Managing Generation Y: recruiting and motivating. International Conference on Management and Service Science, Wuhan, China, pp. 1-4.
Hassan, M., Akram, A. & Naz, S. (2012). The relationship between person organization fit, person-job-fit and turnover intention in banking sector of Pakistan: the mediating role of psychological climate.International Journal of Human Resource Studies, 2(3), 172.
Hochwarter, W., Kacmar, C., Perrewe, P. & Johnson, D. (2003). Perceived organizational support as a mediator of the relationship between politics perceptions and work outcomes.Journal of Vocational Behavior, 63, 438–456.
House, R. & Rizzo, J. (1972). Toward the measurement of organizational practices: scale development and validation.Journal of Applied Psychology, 56(5), 388.
Howe, N. & Strauss, W. (2007). The next 20 years: how customers and workforce attitudes will evolve.Harvard Business Review, 85(7), 41-52.
Huang, C., Wang, Y., Wu, T. & Wang, P. (2013). An Empirical analysis of the antecedents and performance consequences of using the moodle platform.International Journal of Information and Education Technology, 3(2), 217-221.
Hu & Bentler. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives, Structural Equation Modeling. A Multidisciplinary Journal, 6(1), 1-55.
Josiam, B., Crutsinger, C., Reynolds, J. & Vi Dotter, T. (2009). An empirical study of the work attitudes of generation y college students in the USA: the case of hospitality and merchandising undergraduate majors.Journal of Services Research, 9(1), 5.
Kim, H., Knight, D. & Crutsinger, C. (2009). Generation Y employees' retail work experience: the mediating effect of job characteristics.Journal of Business Research, 62(5), 548–556.
Karasek, R. A. (1979). Job demands, job latitude, and mental strain: implications for job redesign. Administrative Science Quarterly, 24, 285–308.
Kowske, B. J., Rasch, R. & Wiley, J. (2010). Millennials’ (lack of) attitude problem: An empirical examination of generation effects on work attitudes.Journal of Business and Psychology, 25(2), 265-279.
Kristof, A.L. (1996). Person-Organisation fit: an integrative review of its conceptualizations, measurement, and implications.Personnel Psychology, 49(1), 10-49.
Kristof-Brown, A.L., Zimmerman, R.D. & Johnson, E.C. (2005). Consequences of individuals‘fit at work: a meta-analysis of person-job, person-organisation, person-group, and person-supervisor fit.Personnel Psychology, 58(2), 281–342.
Kupperschmidt, B.R. (2000). Multigenerational employees: strategies for effective management.The Health Care Manager, 19(1), 65-76.
Lee, C., Hung, D. & Ling, T. (2012). Work values of Generation Y pre-service teachers Malaysia, International Congress on Interdisciplinary Business and Social Sciences.Procedia - Social and Behavioral Sciences, 65, 704 – 710.
Lewin, K. (1935). Dynamic Theory of Personality. New York: Mcgraw-Hill.
Liu, B., Liu, J. & Hu, J. (2010). Person-organization fit, job satisfaction, and turnover intention: an empirical study in the Chinese public sector. Social Behavior and Personality, 38(5), 615-626.
Lyons, S. (2004). An exploration of generational values in life and at work, Thesis submitted for Eric Sprot School of Business, Caleton University.
Macky, K., Gardner, D. & Forsyth, S. (2008). Generational differences at work: introduction and overview.Journal of Managerial Psychology, 28(8), 857-861.
Marthandan, G., Jayashree, S. & Yelwa, H. (2013). Acquiring key competencies in Malaysia, Proceedings of 23rd International Business Research Conference on 18 – 20 November, Melbourne, Australia.
Mathis, R. L. & John, H. J. (2003). Human Resource Management, 10th edition, Cincinnati, OH: South-Western College Publishing.
Meyer, J. P., Stanley, D. J., Herscovitch, L. & Topolnytsky, L. (2002). Affective, Continuance and Normative Commitment to the Organization: A Meta-Analysis of Antecedents, Correlates, and Consequences.Journal of Vocational Behavior, 61(1), 20-52.
Milfont, T. L. & Fischer, R. (2010). Testing measurement invariance across groups: applications in cross-cultural research.International Journal of psychological research, 3(1), 111-130.
Moynihan, D. P. & Pandey, S. K. (2007). Finding workable levers over work motivation: comparing job satisfaction, job involvement, and organizational commitment.Administration and Society, 39(7), 803 - 832.
Muchinsky, P. M. & Monahan, C. J. (1987). what is person-environment congruence? supplementary versus complementary models of fit.Journal of Vocational Behavior, 31(3), 268– 277.
Nee, C., Jing, L., Xin, L., Yee, L. & Lin, T. (2013). A Study of Employees’ Turnover Intention among Generation Y in Fast- Food Industry, Unpublished Thesis, University of Multimedia.
Porter, L. W., Steers, R. M., Mowday, R. T. & Boulian, P. V. (1974). Organizational Commitment, Job Satisfaction, and Turnover Among Psychiatric Technicians. Journal of Applied Psychology, 59(5), 603.
Queiri, A., Yusoff, W. F. W. & Dwaikat, N. (2014). Generation-Y employees’ turnover: work-values fit perspective.International Journal of Business and Management, 9(11), 199.
Schmitt, N., Oswald, F., Friede, A., Imus, A. & Merritt, S. (2008). Perceived fit with an academic environment: attitudinal and behavioural outcomes.Journal of Vocational Behaviour, 72(3), 317-335.
Sheahan, P. (2007). Generation Y in Asia, Sydney: University Of Sydney.
Shore, L. M. & Martin, H. J. (1989). Job satisfaction and organizational commitment in relation to work performance and turnover intentions.Human Relations, 42(7), 625-638.
Solnet, D. & Hood, A. (2008). Generation Y as hospitality employees: framing a research agenda.Journal of Hospitality and Tourism Management, 15, 59–68.
Stevens, J.P. (1992). Applied Multivariate Statistics for the Social Sciences, 2nd edition. Hillsdale, NJ: Erlbaum.
Twenge, J. M. & Campbell, W. K. (2009). The Narcissism Epidemic: Living In the Age of Entitlement, New York: Free Press.
Twenge, J. (2010). A Review of the Empirical Evidence on Generational Differences in Work Attitudes.Journal of Business Psychology, 25(2), 201-210.
Vandenberg, R. J. & Lance, C. E. (2000). A review and synthesis of the measurement invariance literature: suggestions, practices, and recommendations for organizational research.Organizational Research Methods, 3(1), 4−69.
Van Vianen, A. E.M. (2000). Person-Organization Fit: The Match between Newcomers' and Recruiters' Preferences for Organizational Cultures. Personnel Psychology, 53(1), 113–149.
Wan Yusoff, W., Queiri, A., Zakaria, S. & Hisham, R. (2013). Generation-Y turnover intention in business process outsourcing sector, 2nd International Proceeding Conference on Management, Economics and Finance, Kota Kinabalu, Malaysia, 429 – 439.
Westerman, J. W. & Cyr, L. A. (2004). An integrative analysis of person–organization fit theories.International Journal of Selection and Assessment, 12(3), 252–261.
Westerman, J. & Yamamura, J. (2006). Generational preferences for work environment fit: effects on employee outcomes.Career Development International, 12(2), 150-161.
Wong, M., Gardiner, E. & Lang, W. (2008). Generational differences in personality and motivation: do they exist and what are the implications for. Journal of Managerial Psychology, 23(8), 878-890.
Published
2017-03-12
How to Cite
Queiri, A., & Madbouly, A. (2017). Generation Y-Turnover: A Complementary Fit Perspective. Journal of Economics and Behavioral Studies, 9(1(J), 217-231. https://doi.org/10.22610/jebs.v9i1(J).1574
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Research Paper
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