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Investigating Millennials' Perceptions of Employee Engagement and Retention in the U.S. Consulting Industry.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Investigating Millennials' Perceptions of Employee Engagement and Retention in the U.S. Consulting Industry./
Author:	Farzam, Leila.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2021,
Description:	116 p.
Notes:	Source: Dissertations Abstracts International, Volume: 83-10, Section: A.
Contained By:	Dissertations Abstracts International83-10A.
Subject:	Generations. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=29050142
ISBN:	9798209937241

Investigating Millennials' Perceptions of Employee Engagement and Retention in the U.S. Consulting Industry.
Farzam, Leila.

Investigating Millennials' Perceptions of Employee Engagement and Retention in the U.S. Consulting Industry. - Ann Arbor : ProQuest Dissertations & Theses, 2021 - 116 p.

Source: Dissertations Abstracts International, Volume: 83-10, Section: A.

Thesis (Ph.D.)--The Pennsylvania State University, 2021.

This item must not be sold to any third party vendors.

This study aimed to investigate and identify the employee engagement and retention elements meaningful to the millennial generation within the workplace. Specifically, the purpose of this study was to discover what relationships, if any, existed between employee engagement elements and demographic categories within the millennial generation. There was additional attention in examining the characteristics of retention needed to motivate the millennial generation to remain in their workplace. As the longer-serving generations leave the workforce, millennials are projected to occupy an estimated 75% of the workforce by 2025. As a result, there is an increased need to synthesize and appreciate the uniqueness this generation brings to their work, collective idea generation, team dynamics, and ultimately, the overall organizational culture. Through an extensive literature review, the emerged elements connected to employee engagement and retention were used to create a self-developed instrument that explored the connectivity millennials experienced with emerged elements.The established criteria to be eligible for the study were participants who identified as millennials born between the years of 1982 to 2000 and as practitioners or professionals within Human Resources Development, Organization Development, Change Management, Training and Development, and Advisory Services. The survey instrument included demographic questions including gender, age, ethnic origin, years of experience, and degree obtained. The survey consisted of seven main categories, with each listing three to nine elements, resulting in 44 elements that were important components to engage and retain the millennial workforce. Millennial study participants were asked to rank each element on a five-point Likert-type scale on how significant an element is in promoting employee engagement and retention in their respective workplaces. The survey concluded with three open-ended questions that provided an opportunity for participants to share additional thoughts to expand the research findings and results.To ensure the validity and reliability of the research instrument, the researcher engaged a panel of experts and conducted a pilot study to assess the strength of the self-developed construct. A panel of experts was employed to evaluate the instrument in terms of content, appropriateness, and overall structure to ensure the survey instrument captured all elements within the study. The researcher revised the survey instrument based on the feedback provided by the panel of experts and implemented several recommendations to strengthen the construct. The pilot test allowed the researcher to establish reliability by running Cronbach's alpha to determine if alpha levels were at an appropriate level before conducting the study. The reliability of all categories resulted in strong alpha levels, except the category of 'Pay and Benefits,' which was adjusted accordingly by the researcher.A total of 120 survey responses were deemed valid and were used to analyze findings, which indicated respondents leaned towards 'very significant' for most elements within categories. Though there were no other engagement and retention elements that emerged from the study, the results contributed to and strengthened the literature regarding this topic. The researcher provided the impact of findings into research and practical ideologies to share the study results and practical implementation.

ISBN: 9798209937241Subjects--Topical Terms:

586203
Generations.

Investigating Millennials' Perceptions of Employee Engagement and Retention in the U.S. Consulting Industry.
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500 $a Source: Dissertations Abstracts International, Volume: 83-10, Section: A.
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502 $a Thesis (Ph.D.)--The Pennsylvania State University, 2021.
506 $a This item must not be sold to any third party vendors.
520 $a This study aimed to investigate and identify the employee engagement and retention elements meaningful to the millennial generation within the workplace. Specifically, the purpose of this study was to discover what relationships, if any, existed between employee engagement elements and demographic categories within the millennial generation. There was additional attention in examining the characteristics of retention needed to motivate the millennial generation to remain in their workplace. As the longer-serving generations leave the workforce, millennials are projected to occupy an estimated 75% of the workforce by 2025. As a result, there is an increased need to synthesize and appreciate the uniqueness this generation brings to their work, collective idea generation, team dynamics, and ultimately, the overall organizational culture. Through an extensive literature review, the emerged elements connected to employee engagement and retention were used to create a self-developed instrument that explored the connectivity millennials experienced with emerged elements.The established criteria to be eligible for the study were participants who identified as millennials born between the years of 1982 to 2000 and as practitioners or professionals within Human Resources Development, Organization Development, Change Management, Training and Development, and Advisory Services. The survey instrument included demographic questions including gender, age, ethnic origin, years of experience, and degree obtained. The survey consisted of seven main categories, with each listing three to nine elements, resulting in 44 elements that were important components to engage and retain the millennial workforce. Millennial study participants were asked to rank each element on a five-point Likert-type scale on how significant an element is in promoting employee engagement and retention in their respective workplaces. The survey concluded with three open-ended questions that provided an opportunity for participants to share additional thoughts to expand the research findings and results.To ensure the validity and reliability of the research instrument, the researcher engaged a panel of experts and conducted a pilot study to assess the strength of the self-developed construct. A panel of experts was employed to evaluate the instrument in terms of content, appropriateness, and overall structure to ensure the survey instrument captured all elements within the study. The researcher revised the survey instrument based on the feedback provided by the panel of experts and implemented several recommendations to strengthen the construct. The pilot test allowed the researcher to establish reliability by running Cronbach's alpha to determine if alpha levels were at an appropriate level before conducting the study. The reliability of all categories resulted in strong alpha levels, except the category of 'Pay and Benefits,' which was adjusted accordingly by the researcher.A total of 120 survey responses were deemed valid and were used to analyze findings, which indicated respondents leaned towards 'very significant' for most elements within categories. Though there were no other engagement and retention elements that emerged from the study, the results contributed to and strengthened the literature regarding this topic. The researcher provided the impact of findings into research and practical ideologies to share the study results and practical implementation.
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773 0 $t Dissertations Abstracts International $g 83-10A.
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