Date of Conferral
2022
Degree
Ph.D.
School
Psychology
Advisor
James Brown
Abstract
By 2025, more than 50% of the U.S. labor workforce will be comprised of millennials and Generation Z as previous generational cohorts leave the workforce. The inclusion of millennials and Generation Z in the workforce has led to organizational leaders encountering a challenge in retaining and motivating millennials and Generation Z, who change jobs every 2-5 years. The purpose of this quantitative correlational study was to examine if the career motivation of millennials and Generation Z moderated the predictive relationship between organizational commitment and turnover intention. The survey data used in this study had a sample size of 235 U.S. employees using the Work Preference Inventory (WPI), the Michigan Organizational Assessment Questionnaire (MOAQ), and the Organizational Commitment Questionnaire (OCQ). A moderated linear regression analysis revealed that career motivation was a predictor of organizational commitment and turnover intention in millennials and Generation Z. However, the independent variable, generational cohort, alone, did not determine organizational commitment or turnover intention. Working professionals may use the findings to improve organizational practices and retention of the younger generations, which can possibly minimize turnover rates and increase organizational commitment, thus contributing to positive social change in supporting a multigenerational workforce.
Recommended Citation
Mikler, Valamere Sharran, "Career Motivation in Millennials and Generation Z as Predictors of Turnover Intention and Organizational Commitment" (2022). Walden Dissertations and Doctoral Studies. 13057.
https://scholarworks.waldenu.edu/dissertations/13057
