Abstract:

In the current work environment, organizations are facing with the challenges to meet the needs of multiple generation workforce cohorts particularly on the generation X and Y that have grown in different eras; and have distinct individual perspective arising from the life experiences exposures as well as the circumstances faced from the fluctuation in the economy during their times [1]. In the recent years, most organizations have been struggling to integrate these two generations into their workforce due to certain significant work ethic and expectations differences. Generation Y has been found to be more external and have lower relatedness than the previous generations which may adversely affect the promotion for effective integration into the organizations’ workforce. Thus, it is of vital importance for the organizations to identify and recognize the specific values and needs of the Generation Y which is deemed to be the salient factors that able to foster effective integration for an efficient workforce. Prior research has identified that the professional development as well as job satisfaction in the workplace has a major impact in retaining the Generation Y to hold on their assigned position in the organizations. In view of the above, a study is conducted with the purpose to examine the relationship between the contributory factors such as recognition, professional development, job satisfaction; and turnover intention of the Generation Y in an organization. In addition, any study to replicate the research for the purpose of further exploring such relationships presented and discussed in this paper is recommended.