Post-90s Young People's Turnover Tendency and its Implication for Organization Development: A Mixed Methods Research
DOI:
https://doi.org/10.14456/abacodijournal.2023.25Keywords:
Post-90s employees, job satisfaction, work values, human resources, organizational commitment, turnover intention, adaptiveness to changeAbstract
In the 21st century, more and more post-90s young people gradually entered the workplace and became a new force that cannot be ignored. However, because of this group's unique group character, living environment, and employment concept, the turnover rate after 90 is generally higher, to a certain extent, increasing the cost of enterprises to bringing new challenges to the management of enterprises. This article uses a needs assessment study with two goals：1）to identify the priority needs of organizational factors in terms of a.) work values; b.) job satisfaction; organizational commitment; c) and d.) adaptiveness to change. 2）to propose a set of organizational development interventions according to the priority needs. This study used a semi-structured questionnaire with fixed options and open questions to collect data from interviewers. Data analysis and synthesis programs include descriptive statistics and content analysis. The actual sample was 193 respondents who completed the questionnaire, and 181 out of 193 respondents provided qualitative advice in the Open Questions section. Based on the main survey results of quantitative and qualitative data, and according to this, the corresponding OD intervention measures are put forward to provide a helpful reference for enterprises to reduce the turnover rate of employees after 90. This study found that, personalized on-the-job training, Fair pay distribution, Human enterprise atmosphere and Occupational adaptability can influence employees' turnover tendency.
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