Factors Influencing Job Satisfaction and Retention Among Generation Y Employees in Public, Private, and State Enterprise Sectors in Finance Industry PDF Download

Author:
Publisher:
ISBN:
Category : Generation Y.
Languages : en
Pages : 192

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Author: SHAIMERDENOVA AINUR (TP045431)
Publisher:
ISBN:
Category : Job satisfaction
Languages : en
Pages : 70

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Author: Jack J. Phillips
Publisher: Routledge
ISBN: 1136384987
Category : Business & Economics
Languages : en
Pages : 376

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During the past decade, employee turnover has become a very serious problem for organizations. Managing retention and keeping the turnover rate below target and industry norms is one of the most challenging issues facing business. All indications point toward the issue compounding in the future and, even as economic times change, turnover will continue to be an important issue for most job groups. Yet despite these facts employee turnover continues to be the most unappreciated and undervalued issue facing business leaders. There are a variety of reasons for this, for example, the true cost of employee turnover is often underestimated. The causes of turnover are not adequately identified, and solutions are often not matched with the causes, so they fail. Preventive measures are either not in place or do not target the issues properly, and therefore have little or no effect, and a method for measuring progress and identifying a monetary value (ROI) on retention does not exist in most organizations. 'Managing Employee Retention' is a practical guide for managers to retain their talented employees. It shows how to manage and monitor turnover and how to develop the ROI of keeping your talent using innovative retention programs. The book presents a logical process of managing retention, from identifying turnover costs and causes, designing solutions that match the causes of turnover, developing tools for tracking turnover and placing alerts when action is needed, and measuring the ROI of retention programs.

Author: Samihah Suhail
Publisher:
ISBN:
Category : Employee retention
Languages : en
Pages : 80

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Category :
Languages : en
Pages : 75

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The general objective of this research was to determine motivational factors that influence Generation Y in the workplace ? A case study of Citibank Kenya. The study was guided by the following specific objectives: to assess the need for achievement (N Ach) as a motivating factor for generation Y in the workplace; to determine the need for affiliation (N Aff) as a motivating factor for generation Y in the work place; and to assess the need for power (N Pow) as a motivating factor for generation Y in the workplace. For the research methodology, the researcher adopted descriptive research design and the sampling technique that was used was the stratified random probability sampling. The research population was drawn from the 97 permanent and contract staff of Citibank Kenya, which is part of Citigroup, the financial services organization with operations in over 100 countries around the globe. Data was collected from a selected sample of 68 respondents. The primary data was collected through the use of a structured and unstructured questionnaire developed by the researcher on the basis of the three specific objectives. Data was analyzed using means, standard deviations, frequency distributions and Pearson correlations. This was done through the use of Statistical Package for Social Sciences (SPSS) Software. The data was presented using tables and figures. On the first objective on the need for achievement as a motivating factor for generations Y, some of the key findings were that employees value persistence, constant learning in the organization, having a sense of achievement in the workplace, doing their work well and having a mastery of the tasks they do. All these are variables that show the need for achievement in the workplace and therefore were reasonable to conclude that the need for achievement is a motivating factor for Generation Y in the workplace. It is conclusive that achievement is reached when an organization offers opportunities for growth and when managers encourage constant learning and personal development. With regard to the second objective, the need for affiliation as a motivating factor for generation Y, the findings showed that generation Y are affiliation oriented as they would go out of their way to make friends with new people, are more concerned with being liked and vi accepted by their colleagues and managers. It was also conclusive that Generation Y values constant feedback from their supervisors and team members when they are performing their job and all these variables support their need for affiliation in the workplace. The need for power as a motivating factor for generation Y revealed that they feel confident that they can manage an older team. It is conclusive that generation Y derive their sense of power when they are rewarded well for the hard work and sacrifice in the workplace. From the findings it was clear that the employees are divided on their satisfaction on the rewards they receive based on their hard work and sacrifice. The major conclusions drawn from the study were that the need for achievement for generation Y in the workplace is a motivating factor and generation Y will consequently value persistence, constant learning and personal development in the workplace. It is also conclusive that the need for affiliation is a motivating factor for generation Y in the workplace as generation Y will focus on building relationships and making a contribution to society. Lastly, having a sense of power for generation Y is a key motivator and they will thrive in environments where they feel their hard work is rewarded and their sacrifice is recognized. Recommendations for Citibank Kenya are to provide challenging work environment for generation Y employees as this will enable them to perform their jobs better and have increased motivation. They should also continue to provide a work atmosphere that fosters relationship building and provides opportunities for making a contribution to society as tis related to generation?s Y need for achievement. Lastly it is important for the organization to create a leadership pipeline to ensure that generation Y take up leadership in the workplace as this gives them a sense of power and confidence. This study only covered the motivational factors affecting Generation Y based on David McClelland?s motivation theory. Further research should be conducted to determine what other factors motivate Generation Y in the workplace.

Author: Sania Zafar
Publisher:
ISBN:
Category :
Languages : en
Pages : 32

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This study investigated the impact of core drivers of job satisfaction including promotions, increment and bonuses, supervisor's' support, career development and advancement opportunities and working conditions on two dependent variables i.e. job performance and employees retention. For this purpose a comparative study is conducted in education and banking sector of Karachi. A sample of 100 employees was collected from each sector then results were analyzed through Confirmatory Factor Analysis and Structural Equation Modeling. The results found both the education and banking sectors are different in terms of chosen human resource policies Secondly, it has been found that results are dissimilar for both sectors in terms of different hypotheses. Career development, compensation and promotions are insignificant key divers of job satisfaction for job performance. While, working conditions, compensations and co-workers are insignificant key divers of job satisfaction for employees' retention. Result's implication is different for banks' managers and educational institutions' managers based on significance of coefficients however human resource policies vary in different business settings. Indeed, more the job satisfaction better chance of good employees' performance while it reduces the intention to switch and keep the human talent retained.

Author: Jeehae Choe
Publisher:
ISBN:
Category :
Languages : en
Pages : 27

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The study presented in this proposal examines the impact of cross-generational differences on job satisfaction in a large public sector organization. Although there has been substantial research done on job satisfaction among employees in the private sector, there is little research done within the public sector. Understanding the different generations can significantly impact how organizations address particular issues concerning job satisfaction within the workplace to be effective. A large organization such as the Department of Public Social Services (DPSS), employing workers from multiple generations, is inevitably going to have certain obstacles to face regarding job satisfaction among the workers. This paper will provide a literature review to help further explain the topic and will also explain the research design chosen for this study and possibly answer the research question, does generation affect job satisfaction in the public sector?

Author: Thangaraja A
Publisher:
ISBN:
Category :
Languages : en
Pages : 0

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This study was initiated with a view to understand the generation Y employees' significance and their role in the development of the Educational institutions and various ways to retain the generation Y employees so that the company can ensure energetic work force. Generation Y employee are well known for their technology advancement which help them perform the job more efficiently and effectively. However, this generation also has the reputation of job-hopping. According to some of the studies, their average tenure in an organization is one to three year only. Due to their job-hopping characteristic, the organization is now facing the high turnover rate. High turnover rate will affect the organization negatively in both financial and performance aspect. This paper summarizes academic literature on employee retention driver and found that there is require conducting a research on the factors that help to retain the Generation Y employee in the aspect of Personal growth. The Personal growth was chosen because most of the organization already implemented the reward management, therefore the organization just need to align their reward strategic by meeting the need of Generation Y employee in order to retain them more effectively. This may consume less time and resources compare to implementation of a new strategy to retain the Generation Y employee. Personal growth has been derived from the review. Well-structured questionnaire was developed and 200 employees were surveyed and the results are analyzed using SPSS v20 through which discussions were done for this study.

Author: Nicole A. Lipkin
Publisher: Red Wheel/Weiser
ISBN: 1601637853
Category : Business & Economics
Languages : en
Pages : 256

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Flip-flops, iPods, MySpace, "Dude," Instant Messaging. Whatever happened to dress shoes, sir/ma'am, in-person meetings, and traditional work etiquette? A workplace revolution is underway, one that is stimulating new methods of thinking, behaving, communicating, and doing business as Generation Y continues to infiltrate the workplace and influence corporate culture. This revolution is lead by approximately 60 million Gen Yers, the largest bloc to hit the workforce since the 72 million baby boomers. Company owners and managers are worried, because this generation has created its own unique culture...and demands. Y in the Workplace illustrates how the values, attitudes, and expectations of Generation Y have had an impact on corporate environments, intergenerational functioning, and management strategies. To help this generation successfully transition into the workplace while creating a shared vision, authors Lipkin and Perrymore provide you, the manager, with the following: Psychological insight into the character of this generation. Strengths and challenges that Generation Y is bringing to the workplace. Coaching strategies and ways to harness their strengths, minimize their weaknesses, and illuminate their talents. Hope about their abilities as supervisors and managers, and about their positive impact on the future of your company Whether you are a small business owner, manager, HR professional, or teacher working with Generation Y, this book is a must-read to gain insight into why this generation is the way it is, how to help them become the best they can be, and how to integrate them into your company and work with them.

Author: SOO JIAN HAO (TP039844)
Publisher:
ISBN:
Category : Job satisfaction
Languages : en
Pages : 88

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