Determinants of employee intention to stay: A generational multigroup analysis

Abstract

Design/methodology/approach: This study follows a quantitative approach based on cross sectional survey data. The respondents were X, Y, and Z generations workers. Data was analysed using partial least squares structural equation modelling and multigroup analysis. Purpose: The objective of the study is to investigate the differences between generational groups (specifically, generations X, Y, and Z) in terms of variables that affect organizational commitment and the intention to stay within an organization. The aim is to fill the research gap in understanding how different factors influence commitment and retention across different generations. Findings: The findings of the study indicate several relationships between variables and organizational commitment/intention to stay. Person-organization fit is positively associated with organizational commitment, and work-life balance is positively associated with both organizational commitment and intention to stay. The mediation of organizational commitment shows a positive relationship with person-organization fit and work-life balance. Additionally, there are positive relationships between organizational culture and both organizational commitment and intention to stay, as well as a positive relationship between person-organization fit and intention to stay. Furthermore, all three generations (X, Y, and Z) show positive relationships between organizational commitment and intention to stay. Implications: The implications of the study are twofold. First, it provides theoretical contributions by uncovering the relationships between various variables and organizational commitment/intention to stay. Second, it offers practical implications for organizations by highlighting the importance of person-organization fit, work-life balance, and organizational culture in fostering commitment and retention among employees across different generations.