Factors Affecting Intention to Stay of Generation Z in a Job

Cheong, Cheok Yin (2024) Factors Affecting Intention to Stay of Generation Z in a Job. Masters thesis, Tunku Abdul Rahman University of Management and Technology.

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Abstract

This research investigates the workplace dynamics and factors influencing Generation Z's (Gen Z) intention to stay in their jobs in Malaysia. Emphasizing Gen Z's as digital natives has its unique values and beliefs, the study highlights their search for meaningful work that satisfies the psychological needs of autonomy, competence, and relatedness. The study explores the moderating role of job boredom on the relationship between work meaningfulness and Gen Z’s intention to stay, providing insights for human resources professionals, organizational leaders, and career counsellors on strategies to improve job satisfaction and retention among this demographic. The research adopted a quantitative approach, using online surveys to gather data from 205 Gen Z working professionals in Malaysia. The findings reveal a significant positive relationship between autonomy, competence, and relatedness with work meaningfulness, and between work meaningfulness and Gen Z's intention to stay in their jobs. Furthermore, work meaningfulness mediates the relationship between autonomy, competence, relatedness, and intention to stay, confirming the importance of fulfilling Gen Z's psychological needs for enhancing job satisfaction and retention. However, the study did not support the moderating role of job boredom in the relationship between work meaningfulness and intention to stay. This research contributes to the theoretical understanding of Generation Z’s workplace expectations and motivations by applying Self-Determination Theory (SDT) to explore how autonomy, competence, and relatedness influence work meaningfulness and intention to stay. The findings emphasize the need for organizations to create engaging, flexible, and inclusive work environments that cater to Gen Z's desire for meaningful work and personal growth opportunities. Practically, the study offers actionable insights for organisations to attract, engage, and retain Gen Z talent. Recommendations include implementing flexible work arrangements, fostering a culture of continuous learning, enhancing job complexity, promoting purposeful work, and ensuring a diverse and inclusive workplace. These strategies align with Gen Z’s values and expectations, contributing to their job satisfaction, performance, and retention. The limitation of this study including its focus on Malaysian Gen Z professionals, which may limit the generalizability of the findings across different cultural contexts. Future research is encouraged to explore these dynamics in a broader, cross-cultural setting, examine the impact of technological advancements and remote work, and further investigate the role of job boredom and other potential factors influencing Gen Z's workplace engagement and retention. In conclusion, this study confirms the critical role of meaningful work and the satisfaction of psychological needs in influencing Generation Z’s intention to stay in their jobs. By addressing these needs, organizations can foster a motivated, engaged, and loyal workforce, ensuring long-term success and sustainability in the evolving employment landscape.