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Affective Commitment, Mentoring, And Anticipated Turnover Among Millennials, Keiasha Hypolite

Dissertations

ABSTRACT

Millennials comprise the largest group of individuals in the workforce, yet organizations struggle to keep millennials engaged in the workplace. Millennials move from job to job, with an average stay at one employer between 12 and 18 months (Hechl, 2017). Researchers have reported that millennials cause the majority of turnover in the workplace. Globally, human resources practitioners experience difficulties retaining millennials (Sahraee et al., 2021). Previous studies have researched millennials, affective commitment, mentoring, and turnover. However, no known research has used all four factors to solve a global problem. In their discussion of the highly competitive labor market, Ramírez …

Gen Z And Millennials In The Workplace: How Are Leaders Adapting To Their Short Attention Span And How Will They Keep Them From Leaving A Qualitative Study, Maribel Rachel Diz

FIU Electronic Theses and Dissertations

There is a new type of employee entering the workforce that is a true digital native with allegedly the shortest attention span known as Generation Z. Coupled with millennials, they will dominate the workforce. The problem investigated is the effects of short attention spans in the workplace and how this is being magnified by the incoming Generation Z cohort and existing millennials. Companies will need to adapt to short attention spans, along with what will engage and retain these two cohorts. The purpose of this qualitative study is to explore both generations as there are no current studies with this …

Generational Differences & The Millennial Impact On Business, Micah Wittschen

Marketing Undergraduate Honors Theses

Business is the backbone of the United States of America. Often called The American Dream, citizens grow up with the idea that the possibilities are endless living in the land of opportunity. This dream also comes with the desire for a family, thus a good job is needed for financial support. It is often believed and proven that those that work hard can yield financial returns and benefit socially.

Generational differences trickle down to every aspect of life including the different trends and impacts each cohort has on business. Each generation has a different view of work and behaves differently …

Strategies To Retain Millennial Employees At Full-Service Restaurants, Candace A. Ruiz, Anne Davis

International Journal of Applied Management and Technology

Some supervisors lack effective strategies to retain millennial-generation employees. The purpose of this multicase study was to explore effective strategies to retain culinary-educated millennial employees in a full-service restaurant. Nine millennials and three supervisors from three full-service restaurants in Denver, Colorado, consented to semistructured interviews concerning retention strategies. Herzberg’s two-factor theory served to guide the scope and the data analysis for the multicase study. Ten subcategories emerged from the three themes that aligned with Herzberg’s motivation factors, hygiene factors, and millennial values and attitudes. The 10 subcategories were developed suggesting effective strategies differ by supervisor. Among the 10 subcategories, the …