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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.
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