Moderating Roles Of Generation Cohorts On Job Satisfaction, Work Engagement And Turnover Intention In Malaysia

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dc.contributor.authorTan, Li Lian
dc.date.accessioned2016-09-23T00:58:49Z
dc.date.available2016-09-23T00:58:49Z
dc.date.issued2015
dc.description.abstractThree generations are working side by side in the workplace of today. It has brought complexity in managing the diversified employees. Moreover, it is observed that the turnover rates have been increasing over the years. Hence, this study examines the effect of work engagement and job satisfaction on turnover intention as well as the moderating effect of three generation cohorts on turnover intention in Malaysia in order to obtain further understanding on the generational differences in work values and attitudes. Social Exchange Theory (SET) and Herzberg’s Motivation-Hygiene Theory underlies the model framework in this study. Total of 169 respondents working in Malaysia (40 members of baby boomers, 51 members of generation X and 78 members of generation Y) participated in the self-administered questionnaires that were distributed and also through email invitations. The data collected was subsequently analyzed by using Statistical Package for the Social Sciences (SPSS) and Partial Least Square (SmartPLS). The results obtained revealed that work engagement and job satisfaction, namely satisfaction with pay, satisfaction with coworkers and satisfaction with communication have significant negative impact on turnover intention. On the other hand, the relationship between satisfaction with promotion, satisfaction with supervision, satisfaction with nature of work and turnover intention were negatively related but the relationships were not significant. In addition, generation cohorts did not moderate the relationship between work engagement, job satisfaction (regardless of the facets of job satisfaction) and turnover intention. This research provides in-depth insights for employers and practitioners on the dominant factors that influences turnover intentions of employees in Malaysia despite of the generation cohorts. Basing on the research findings, organization and practitioners can formulate strategies on how to reduce and minimize the turnover in an organization through engaging and satisfying the necessities of employees regardless of generation cohorts.en_US
dc.identifier.urihttp://hdl.handle.net/123456789/2578
dc.subjectGeneration Cohorts On Job Satisfactionen_US
dc.subjectWork Engagement And Turnover Intentionen_US
dc.titleModerating Roles Of Generation Cohorts On Job Satisfaction, Work Engagement And Turnover Intention In Malaysiaen_US
dc.typeThesisen_US
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