Date of Conferral
Aridaman K. Jain
The consequences of turnover in nonprofit organizations can be costly. Grounded in the person-organization fit theory, the purpose of this cross-sectional survey study was to investigate turnover intentions among generational cohorts in nonprofit organizations. The research questions addressed whether differences in turnover intentions existed among generational cohorts and whether job satisfaction and organizational justice perceptions influenced turnover intentions in nonmillennials and millennials working in nonprofit organizations. Survey data were collected from 192 employees from nonprofit organizations. The survey included the Perceived Overall Justice scale, the Minnesota Satisfaction Questionnaire, and the Intent to Stay scale. Data were analyzed using t tests to check for differences in mean scores among cohorts. Multiple linear regression analyses were used to examine whether job satisfaction and organizational justice perception affect turnover intentions. The results of the t tests indicated that baby boomers experienced fewer turnover intentions than millennials. The results of the multiple regression analyses indicated that job satisfaction was a statistically significant predictor of turnover intentions in Generation Xers (t = -4.347, p < .001) and millennials (t = -4.205, p < .001) in nonprofit organizations. The results also indicated that higher job satisfaction scores led to lower turnover intentions. Findings may be used to reduce employee turnover intentions and effect positive social change by having more committed employees focused on the organization’s mission.
Dennis, Kevin Allen, "Differences in Turnover Intentions Between Nonmillennials and Millennials in Nonprofit Organizations" (2020). Walden Dissertations and Doctoral Studies. 9555.