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Demographic Characteristics Predicti...

Hayes, Tracy Machelle,

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Demographic Characteristics Predicting Employee Turnover Intentions /

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Demographic Characteristics Predicting Employee Turnover Intentions // Tracy Machelle Hayes.
作者:	Hayes, Tracy Machelle,
面頁冊數:	1 electronic resource (143 pages)
附註:	Source: Dissertations Abstracts International, Volume: 77-05, Section: A.
Contained By:	Dissertations Abstracts International77-05A.
標題:	Research methodology. -
電子資源:	https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3728489
ISBN:	9781339139425

Demographic Characteristics Predicting Employee Turnover Intentions /
Hayes, Tracy Machelle,

Demographic Characteristics Predicting Employee Turnover Intentions /Tracy Machelle Hayes. - 1 electronic resource (143 pages)

Source: Dissertations Abstracts International, Volume: 77-05, Section: A.

In 2012, more than 25 million U.S. employees voluntarily terminated their employment with their respective organizations. Demographic characteristics of age, education, gender, income, and length of tenure are significant factors in employee turnover intentions. The purpose of this study was to determine if a relationship existed between age, education, gender, income, length of tenure, and employee turnover intention among full-time employees in Texas. The population consisted of Survey Monkey® Audience members who were full-time employees, residents of Texas, over the age of 18, not self-employed, and not limited to a specific employment industry. For this study, a sample of 187 Survey Monkey® Audience members completed the electronic survey. Through the proximal similarity model, the results of this study are generalizable to the United States. The human capital theory was the theoretical framework. The results of the multiple regression analysis indicated a significant relationship between age, income, and turnover intentions; however, the relationship between education, gender, and length of tenure was not statistically significant. As the Baby Boomer cohort prepares to transition into retirement, organizational leaders must develop retention strategies to retain Millennial employees. To reduce turnover intentions, organizational leaders should use pay-for-performance initiatives to reward top performers with additional pay and incentives. The social implications of these findings may reduce turnover, which may reduce employee stress, encourage family well-being, and increase participation in civic and social events.

English

ISBN: 9781339139425Subjects--Topical Terms:

3559994
Research methodology.
Subjects--Index Terms:

Demographics

Demographic Characteristics Predicting Employee Turnover Intentions /
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520 $a In 2012, more than 25 million U.S. employees voluntarily terminated their employment with their respective organizations. Demographic characteristics of age, education, gender, income, and length of tenure are significant factors in employee turnover intentions. The purpose of this study was to determine if a relationship existed between age, education, gender, income, length of tenure, and employee turnover intention among full-time employees in Texas. The population consisted of Survey Monkey® Audience members who were full-time employees, residents of Texas, over the age of 18, not self-employed, and not limited to a specific employment industry. For this study, a sample of 187 Survey Monkey® Audience members completed the electronic survey. Through the proximal similarity model, the results of this study are generalizable to the United States. The human capital theory was the theoretical framework. The results of the multiple regression analysis indicated a significant relationship between age, income, and turnover intentions; however, the relationship between education, gender, and length of tenure was not statistically significant. As the Baby Boomer cohort prepares to transition into retirement, organizational leaders must develop retention strategies to retain Millennial employees. To reduce turnover intentions, organizational leaders should use pay-for-performance initiatives to reward top performers with additional pay and incentives. The social implications of these findings may reduce turnover, which may reduce employee stress, encourage family well-being, and increase participation in civic and social events.
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650 4 $a Explicit knowledge. $3 3682762
650 4 $a Perceptions. $3 3435328
650 4 $a Demographics. $3 3540640
653 $a Demographics
653 $a Employee turnover
653 $a Quantitative
653 $a Three item turnover intent
653 $a Turnover
653 $a Turnover intentions
690 $a 0310
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