Date of Conferral

8-26-2025

Degree

Doctor of Business Administration (D.B.A.)

School

Business Administration

Advisor

Constance Blanson

Abstract

Employee retention for Generation Y workers is still an ongoing challenge for human resource managers. To foster a stable and productive workforce, it is crucial for HR managers to understand and apply effective retention strategies. Grounded in Herzberg’s two-factor motivation theory, this qualitative pragmatic inquiry study aims to identify effective employee retention strategies that human resources managers employ to retain their Generation Y employees. The targeted participants consisted of six human resource managers in the United States who had effectively utilized retention strategies to retain their Generation Y employees. Data were collected using semi structured interviews. Using thematic analysis, five themes emerged: (1) work-life balance, (2) employee recognition, (3) Career Advancement and personal growth, (4) competitive compensation, and lastly (5) employee benefits. A key recommendation is for human resources managers to conduct a comprehensive study that tracks Generation Y employees over a 3–to 5-year period to better understand how employee retention factors evolve throughout their career progression. The implication for positive social change includes the potential for HR managers to implement tailored training and career development programs, which mat foster a more dynamic and engaged Generation Y workforce.

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