Factors Impacting to Employees’ Work Performance and Turnover Intention: A Case Study of Generation Y Engineer Employees in Bangkok
Article Sidebar
Main Article Content
Abstract
The objective of this research is to study and analyze the factors affecting generation Y engineers’ work performance and turnover intention. Generation Y is the current primary labor force and will have more important roles in many enterprises. Organizations to maximize profits, must thus adjust and take advantage of the characteristics of this employee group such as high confidence and the ability to adapt to the changing environment. The flipside to these main characteristics of this group is low levels of attachment to the organization and more frequent change of workplace than other generations. Therefore, this research is conducted to survey engineers born between 1980-2000. A total of 400 usable questionnaire responses were collected and analyzed using the Structural Equation Modeling technique. The study found that the relationships with colleagues, career growth opportunities, and workers' compensation have a direct positive impact on the employees’ work performance. Also, factors that direct-negatively affect the turnover intention of employees are career growth opportunities, workers' compensation, and supervisors’support. However, when analyzed using work performance as a mediating variable, this research found that there was no indirect effect between the stimulating factors and turnover intention. These findings are useful to companies for planning various policies to motivate employees to work more efficiently and maintain quality staff in their organizations.
Article Details
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
The articles published in the journals are the authors' opinions, not the opinion of the editorial team or administrative staff. The articles published is copyright of the Journal of Business Administration and Accounting, Khon Kaen University.
References
Alkhateri, A.S. et al. (2018). The impact of perceived supervisor support on employee’s turnover intention: The mediating role of job satisfaction and affective organizational commitment. International Business Management, 12(7), 477-492.
Arnold, H.J. & Feldman, D.C. (1982). A multivariate analysis of the determinants of job turnover. Journal of applied psychology, 67(3), 350-360.
Bluedorn, A.C. (1982). A unified model of turnover from organizations. Human relations, 35(2), 135-153.
Byrne, B.M. (2010). Structural equation modeling with AMOS: Basic concepts, applications, and programming. 2nd ed. New York: Routledge.
Boonyapo, K. (2019). Motivation building of staffs for satisfaction in organization. Nakhon Lampang Buddihist College's Journal, 8(1), 237-251. (In Thai)
De Simone, S., Planta, A. & Cicotto, G. (2018). The role of job satisfaction, work engagement, self-efficacy and agentic capacities on nurses' turnover intention and patient satisfaction. Applied Nursing Research, 39, 130-140.
Gefen, D., Rigdon, E. & Straub, D. (2011). An update and extension to SEM guidelines for administrative and social science research. Editorial comment. MIS Quarterly, 35(2), 1-7.
Hackman, J.R. & Lawler, E.E. (1971). Employee reactions to job characteristics. Journal of applied psychology, 55(3), 259-286.
Hair, J.F. et al. (2010). Multivariate data analysis: a global perspective. 7th ed. Upper Saddle River, NJ.: Pearson.
Huahongthong, P., Kerdvichai, N. & Suyaprom, S. (2019). Integration of buddhist principles for development of the working life quality of officer in department of disaster prevention and mitigation, Ministry of Interior. Journal of Graduate MCU Khon Kaen Campus, 6(3), 229-247. (In Thai)
Johnston, N. & Spinks, W. (2013). Organisational climate and employee turnover intention within a franchise system. The Journal of New Business Ideas & Trends, 11(1), 20-41.
Junrodjana, S. & Chienwattanasook, K. (2020). Quality of work life and work environment affecting organizational commitment of employee. Journal of Social Science and Buddhistic Anthropology, 5(4), 160-174. (In Thai)
Kalidass, A. & Bahron, A. (2015). The relationship between perceived supervisor support, perceived organizational support, organizational commitment and employee turnover intention. International Journal of Business Administration, 6(5), 82-102.
Kawchaisa, N., Hemrungrojn, S. & Buathong, N. (2018). Work happiness and organizational commitment in the import and distribution company. Chula Med Journal, 62(6), 987-999. (In Thai)
Kim, H., Knight, D.K. & Crutsinger, C. (2009). Generation Y employees' retail work experience: The mediating effect of job characteristics. Journal of business research, 62(5), 548-556.
Kim, H. & Stoner, M. (2008). Burnout and turnover intention among social workers: Effects of role stress, job autonomy and social support. Administration in Social work, 32(3), 5-25.
Kline, R.B. (2011). Principles and practice of structural equation modelling. 3rd ed. New York: Guilford Press.
Klonoski, R. (2016). Defining employee benefits: A managerial perspective. International Journal of Human Resource Studies, 6(2), 52-72.
Konjanart, P. (2015). Characteristics of engineers in the views of the automotive and the auto parts industries. Journal of Rangsit Graduate Studies in Business and Social Sciences, 1(1), 147-159. (In Thai)
Kraisuth, D. & Panjakajornsak, V. (2018). Thai AEC engineer readiness: A confirmatory factor analysis. SAGE Open, 8(1), DOI: 2158244017745346.
Lu, L. et al. (2016). Work engagement, job satisfaction, and turnover intentions. International journal of contemporary hospitality management, 28(4), 737-761.
Mowday, R.T., Porter, L.W. & Steers, R.M. (1982). Employee-organization linkages. New York: Academic Press.
Nunnally, J. & Bernstein, I.H. (1994). Psychometric theory. New York: McGraw-Hill.
Orawongsuphathat, C. & Pimthong, S. (2018). Causal relationship of organizational loyalty of gen Y engineer in Thai telecommunication public enterprise. Journal of Industrial Education, 17(1), 120-128. (In Thai).
Phanthet, K. & Chaikidurajai, P. (2019). Organizational culture and quality of work life affecting organizational citizenship behavior and performance efficiency of one of government banks’ officers. Academic Services Journal, 30(1), 53-65.
Phatchaya, S. (2017). Changes in operating conditions with the resignation of Japanese interpreters in Japanese companies, northern region industrial estate, Lamphun province. JSN Journal, 7(3), 172-185. (In Thai)
Pigors, P.J.W., Myers, C.A. & Malm, F. (1973). Management of human resources: Readings in personnel administration. New York: McGraw-Hill.
Price, J.L. (1977). The study of turnover. Iowa: Iowa State University Press.
Queiri, A., Yusoff, W.F.W. & Dwaikat, N. (2014). Generation-Y employees' turnover: Work values fit perspective. International journal of business and management, 9(11), 199-213.
Randhawa, G. (2007). Work performance and its correlates: An empirical study. Vision The Journal of Business Perspective, 11(1), 47-55.
Rubel, M.R.B. & Kee, D.M.H. (2015). High commitment compensation practices and employee turnover intention: Mediating role of job satisfaction. Mediterranean Journal of Social Sciences, 6(6), 321-321.
Suliman, A.M. (2001). Work performance: is it one thing or many things? The multidimensionality of performance in a Middle Eastern context. International Journal of Human Resource Management, 12(6), 1049-1061.
Tabachnick, B.G. & Fidell, L.S. (2007). Using multivariate statistics. 5th ed. Boston: Pearson.
Tongsan, N. (2014). Factors effecting work efficiency of employees in cosmetics manufacturing business in Pathumthani. Pathumthani: Rajamangala University of Technology Thanyaburi. (In Thai)
Wan, Q. et al. (2018). Effects of work environment and job characteristics on the turnover intention of experienced nurses: The mediating role of work engagement. Journal of Advanced Nursing, 74(6), 1332-1341.