Predictors of Turnover Tendency Among Generation Y Employees in Bacolod City

doi.org/10.70228/CBJ2021002

Cite this article Read this article

ABSTRACT

This study sought to determine the predictors of turnover tendency among Generation Y (Gen Y) employees in Bacolod City. A descriptive-correlational research design was used. Participants involved 438 Gen Y employees of Bacolod City based on a purposive sampling technique. Major findings revealed that the summary ratings of factors affecting turnover tendency with all the mean rating showed “neither” interpretations, meaning the items in each factor of the turnover tendency, when averaged, usually will converge at the center, indicating that the mean values will approach three, hence when verbally interpreted it will be neither; when taken as a whole, personal and working conditions factors were significant predictors of turnover tendency; however, it can be concluded that 13 specific predictors, two from personal factors, four from job factors, five from working condition factors, and two from organizational factors were determined, which implies that as these situations occur in the organization, the likelihood for the Gen Y employee to quit one’s job is high. The top three were as follows: first, if other work opportunities offer a high salary; second, if work is not satisfying; and third, if there are no sick/vacation leave benefits provided for employees. It is recommended that organizations conduct regular job pricing and evaluation of compensation packages for the employees, including regular industry salary and compensation benchmarking. They must offer competitive wages and other cash or non-cash benefits and incentives.

Keywords: Turnover, Tendency, Factors, Predictors, and Gen Y Employees