ISSN: 2222-6990
Open access
Current reports claim that the constantly switching job became a norm among the Generation Y workforce in Malaysia with the reason being dissatisfied with the organization’s working system, pay and fringe benefits. This study aims to explore the antecedent leading to the Generation Y employees’ turnover intention. Five (5) Generation Y informants in construction industry were interviewed. Findings showed that generation Y employees prefer to stay at the current organization at least within five years. Antecedents of turnover intention identified are dissatisfaction towards the amount of wage received, a fringe benefits, access to better career opportunity or to change their career as well as family and/or personal reason. Retention factors identified include training and development, career development and good salary. Thus, to retain and motivate generation Y employees, organizations should implement proper human resource development programs such as training and career development while paying comparable salary and benefits.
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In-Text Citation: (Safian et al., 2021)
To Cite this Article: Safian, N. S. A. B., Hassan, Z., Kasa, M., Abdullah Bandar, N. F., & Nor, N. N. M. (2021). Exploring Antecedents of Turnover Intention Among Generation Y Employees in Construction Industry. International Journal of Academic Research in Business and Social Sciences, 11(2), 117–130.
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