Managing Work Attitudes and Retention Strategy of Millennials Employee

Hadiyat, Yayan; Astuti, Endang Siti; Utami, Hamidah Nayati; Afrianty, Tri Wulida

doi:10.17512/pjms.2021.23.2.10

Cited by 1 publication

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“…Another one is focused on talent management problems, especially Gen Yers' retention and performance. Many studies have focused on the impacts of individual and organizational factors like commitment [26,27], job satisfaction [28], workplace [29,30], and so on. But due to the lack of cross-industry research, the universality may be limited.…”

Section: Discussionmentioning

confidence: 99%

A Comparative Study of International and Chinese New Generation Staff Research from the Perspective of Knowledge Domains Mapping

Zhai¹,

Cui²,

Yan³

et al. 2022

Atlantis Highlights in Computer Sciences

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It has become a common phenomenon that the intergenerational shift occurs all over the world. What do they care most about at work? What happiness and annoyance does work bring to them? These are the hot issues concerned by the practice community in recent years. Therefore, it is necessary to conduct a comprehensive analysis of the development of China's new generation of employees. This can become a reference for academics and new research topics will be revealed. We collected 416 international articles and 863 Chinese articles which respectively from the Web of Science database and the China National Knowledge Infrastructure database. Bibliometric and mapping knowledge domain analysis methods were used in this study for temporal distribution analysis, cooperation network analysis, and co-word network analysis. The findings from these studies suggest that Chinese academics need strengthen cooperation among different organizations. Regional and economic distribution differences between international and Chinese cooperation networks do exist. Developed countries occupying the leading status in this domain. Chinese academy should attach more significance to figuring out the co-existence problem of different generations.

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