This thesis seeks to empirically explore the type of relationship that Generation Y in Norway have with turnover intention, and in what way this may be related to organizational commitment. This is an interesting subject for study, as research has shown that younger employees, particularly Generation Y, tend to change jobs more frequently than older employees. Furthermore, research indicates a link between organizational commitment and turnover intention. To answer our research question, we have utilized a mixed methods research design by collecting data through a qualitative survey and performing qualitative individual interview. In doing so, our intent was to attain triangulation of the research question.
Results of the analysis indicate that an employee’s level of organizational commitment is not necessarily associated with the length of employment, as it does not appear to increase over time. Furthermore, we found that respondents with a high commitment profile had a lower turnover intention than respondents with a low commitment profile. The level of commitment therefore appears to have some impact on turnover intention. This would suggest the importance of strengthening the level of organizational commitment among Generation Y employees. More specifically, businesses could achieve this by offering sufficient development opportunities, a good working environment, and clear values that attract relevant Gen Y employees.
Lastly, this master’s thesis seeks to shed light on the challenges of retaining Generation Y employees in the workplace, and whether organizational commitment plays a part in this respect.
|Educations||MSocSc in Human Resource Management, (Graduate Programme) Final Thesis|
|Number of pages||118|