Date of Conferral
By 2025, 75% of the U.S. labor workforce will be composed of Millennials as Generation X managers leave the workforce. The influx of Millennials in the workforce has led to leaders of organizations encountering a serious challenge in terms of how to retain and motivate Millennials who on average change jobs every 2 years. The purpose of this qualitative phenomenological study was to explore the lived experiences of Millennials in the workforce in relation to their intrinsic needs in the workplace and organizational commitment. The research question that guided the research was: What are the lived experiences of Millennials in the workforce in regard to intrinsic needs and organizational commitment. The conceptual framework for this study utilized the generational cohort theory by Strauss and Howe and the self-determination theory by Deci and Ryan to address the phenomenon that was studied. Data were collected through Skype audio and email from 15 participants. The data analysis plan for this study consisted of transcribing and reviewing data, data analysis, and synthesizing and reporting what was found from data collected. Six themes emerged: Millennials place high emphasis on employee compensation, Millennials desire the opportunity for professional development, Millennials desire a friendly supportive environment, Millennials desire flexibility in their work schedule, Millennials desire appropriate treatment from leadership, and Millennials value recognition. The findings of this study contribute to social change on an individual level by helping employees and leaders understand that treating coworkers fairly and supporting them in the work environment can lead to increased job satisfaction and organizational commitment.
Jacobs, William Norman, "Identifying Intrinsic Needs and How they Effect Millennials’ Organizational Commitment" (2020). Walden Dissertations and Doctoral Studies. 8622.