The prime purpose of this study is to consider the changes in management paradigms that\nwill be required to successfully motivate as well as retain Generation-Y employees (Gen-Y) to\nachieve the goals of the organization. Given the strategic importance of human resource\nmanagement in creating competitive and sustainable service organizations, the entry of Gen-Y\nto the working world, will entail extensive research for the organization to determine better\nstrategies to retain them. A questionnaire survey was administered conveniently to 250 Gen-\nY employees. This study analysed the relationship between recognition, relationship with coworkers\nas well as tech-savvy and employee retention. The Pearson Correlations analysis\nshowed that all the three factors of recognition, relationship with co-workers as well as techsavvy,\nhave a positive relationship with employee retention. Regression analysis revealed\nthat the factor which most contributes to Gen-Y retention is recognition (�²=.629, p<0.01)\nfollowed by relationship with co-workers (�²=.252, p<0.01) and lastly tech-savvy (�²=.629,\np<0.01). The researchers provide some recommendations for future research to be\nimplemented by applying the emotional intelligence theory or social capital theory that could\nmoderate the relationship between the independent variables and dependent variables.
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