Generation Y employees' retail work experience: The mediating effect of job characteristics

Kim, Hae Jung; Knight, Dee K.; Crutsinger, Christy

doi:10.1016/j.jbusres.2008.06.014

Cited by 126 publications

(88 citation statements)

References 72 publications

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“…Items with loading factors less than 0.4 were removed. Furthermore, items cross loading on different latent factors were potential candidates for removal (Kim, Knight, & Crutsinger, 2009). Table 3 shows the extracted factors and their corresponding items.…”

Section: Resultsmentioning

confidence: 99%

Factors Affecting Generation Y Employees’ Intention to Quit in Malaysian’s Business Process Outsourcing Sector

Queiri¹,

Dwaikat²

2016

JSD

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This paper investigates the factors contributing to Generation Y employees' intention to quit in the business process outsourcing sector (BPO) in Malaysia from four different perspectives: personnel dimensions (work overload, role ambiguity and job stress), job attitudes (satisfaction with pay and organizational commitment), work-life conflict and organizational strategies (training, career planning and empowerment). A structural equation modelling approach was employed to identify the variables that significantly affect the intention to quit. Using Amos 18, data collected from 164 Generation Y employees in the BPO sector were used to test the hypotheses. The results showed that intention to quit one's job is explained by lack of training, lack of empowerment, organizational commitment, and lack of career planning. Also, role ambiguity and satisfaction with pay exert negative indirect effects on the intention to quit one's job through organizational commitment. Additionally, job stress has no impact on the intention to quit one's job. This study is considered to be among the few attempts to address the reasons behind Generation Y employees' intention to quit.

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Section: Resultsmentioning

confidence: 99%

Factors Affecting Generation Y Employees’ Intention to Quit in Malaysian’s Business Process Outsourcing Sector

Queiri¹,

Dwaikat²

2016

JSD

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“…However, the generation-Y workforce has a low threshold of tolerance, and if their work values are not fulfilled, it will result in resignation (Kim et al, 2009). Therefore, it could be argued that, if the work-life balance that is preferred by the generation-Y workforce is not fulfilled, it may promptly and directly influence the decision to quit.…”

Section: Perceived Availability Of Work-life Balancementioning

confidence: 99%

“…In reality, generation-Y employees often quit their jobs if the organisations do not match or supply their preferred work values; this is due to the impatience and eagerness of generation-Y to achieve their goals very rapidly, otherwise, unmet preferred work-values will be manifested at a higher level of turnover (Kim et al, 2009). The person-environment fit theory has detailed the mechanism of how adverse job attitudes and behavioural intention could arise due to the incongruity between supplied work-values and demanded or preferred work-values (Cennamo and Gardner, 2008 …”

Section: Perceived Status Work-values Fitmentioning

confidence: 99%

“…Others question their loyalty to organisations and conclude that capitalising on generation-Y loyalty is not feasible in retaining this group of employees (Kim et al, 2009). …”

Section: Normative Commitmentmentioning

confidence: 99%

“…Although anecdotal information describing generation-Y employees' attitudes and their reasons to quit are countless, such anecdotal information does not fulfil any scientific inquiry (Kim et al, 2009). In Malaysia, there is a need for sound empirical justification in order to confirm or to refute the reasons behind generation-Y's intention to quit that has been widely believed and circulated in the media (Angeline, 2011;James et al, 2008).…”

Section: Introductionmentioning

confidence: 99%

See 2 more Smart Citations

Explaining Generation-Y Employees’ Turnover in Malaysian Context

Queiri¹,

Yusoff²,

Dwaikat³

2015

ASS

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Among the various speculation published in media reports about the reasons why generation-Y workforce in Malaysia changes job frequently include dissatisfaction with pay and fringe benefits, seeking work-life balance, perceived status work-values fit, normative commitment, perceived availability of alternative job and job hopping, This study aims to empirically justify or refute some of the anecdotal information about generation-Y employees' decision to leave an organisation in the context of Malaysia. Using structural equation modelling with a sample size of 150 respondents, this study revealed that satisfaction with payment and fringe, perceived availability of alternative job and job hopping are significant to generation-Y employees' intention to quit. Additionally, normative commitment as part of employees' loyalty is insignificant to generation-Y employees' intention to quit. This study provides implication to human resource (HR) managers that generation-Y employees' intention to quit may not be entirely due to HR strategies. Instead, cultural and economic factors play an important role in such decisions. However, there are other reasons that are widely held about generation-Y employees' intention to quit, which may not be held true or empirically validated. Lastly, normative commitment does not influence their intention to stay or to leave an organisation, as their loyalty is to their personal lives.

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Weekly work–school conflict, sleep quality, and fatigue: Recovery self‐efficacy as a cross‐level moderator

Park

Sprung

2014

J Organ Behavior

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SummaryThis study employed a weekly diary method among a sample of 74 Midwestern college student workers in order to examine the within-person relationships between work-school conflict, sleep quality, and fatigue over five weeks. Further, recovery self-efficacy was proposed as a cross-level moderator of the relation between sleep quality and fatigue. Results from multilevel analyses demonstrated that weekly work-school conflict was negatively related to weekly sleep quality and positively related to end-of-week fatigue, with sleep quality partially mediating the relation between work-school conflict and fatigue. These findings enhance understanding of the process by which work-school conflict contributes to college student workers' strain on a weekly basis. Additionally, student workers with low recovery self-efficacy demonstrated a negative relation between sleep quality and fatigue; however, this relation did not exist for student workers with high recovery self-efficacy. This finding suggests recovery self-efficacy as an important resource that may reduce the association between poor sleep quality (as a result of work-school conflict) and fatigue. The current findings provide important theoretical and practical implications for researchers, organizations, and college institutions as a whole.

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Generation Y employees' retail work experience: The mediating effect of job characteristics

Cited by 126 publications

References 72 publications

Factors Affecting Generation Y Employees’ Intention to Quit in Malaysian’s Business Process Outsourcing Sector

Factors Affecting Generation Y Employees’ Intention to Quit in Malaysian’s Business Process Outsourcing Sector

Explaining Generation-Y Employees’ Turnover in Malaysian Context

Weekly work–school conflict, sleep quality, and fatigue: Recovery self‐efficacy as a cross‐level moderator

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