Factors affecting turnover intentions among Millennial public relations professionals: The Latin American case
As the Millennial generation becomes the largest generation of the global workforce, it is vital that organizations understand Millennials’ work values, motivational factors, and expectations to adjust existing employee retention techniques that may not suit this generation. The purpose of this stud...
| Autores: | , , |
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| Formato: | artículo |
| Fecha de publicación: | 2022 |
| País: | España |
| Recursos: | Universidad Rey Juan Carlos |
| Repositorio: | BURJC-Digital. Repositorio Institucional de la Universidad Rey Juan Carlos |
| OAI Identifier: | oai:burjcdigital.urjc.es:10115/27446 |
| Acesso em linha: | https://hdl.handle.net/10115/27446 |
| Access Level: | acceso embargado |
| Palavra-chave: | Employee retention employee engagement job satisfaction millennials Latin America public relations |
| Resumo: | As the Millennial generation becomes the largest generation of the global workforce, it is vital that organizations understand Millennials’ work values, motivational factors, and expectations to adjust existing employee retention techniques that may not suit this generation. The purpose of this study is to identify and analyze the major factors that affect employee retention among Latin American Millennials working in the public relations industry. Additionally, we examine generational differences in work attitudes across three generations, with an emphasis on the nature of the similarities and differences of Millennials when compared to prior generations. Findings show a highly significant positive relationship among job satisfaction, trust in the organization, job engagement, excellent leader performance, and supportive organizational culture and Latin American Millennial turnover intentions. Compared to Boomers and Gen-Xers, Millennials reported lower levels of overall job satisfaction, work engagement, and organizational trust. |
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