| รหัสดีโอไอ | 10.14457/TU.the.2022.212 |
|---|---|
| Title | Factors influencing resignation among three generations |
| Creator | Wissarut Chotivanich |
| Contributor | Chaturong Napathorn, Advisor |
| Publisher | Thammasat University |
| Publication Year | 2022 |
| Keyword | Resignation, Generations, Leave |
| Abstract | The purpose of this research was to identify the key factors that influence the intention of three generations to voluntarily leave their jobs, including generation X, millennials, and generation Z, in the service industry in Thailand and realize the perception of resignation among generation X, millennials, and generation Z in order to retain employees for a longer period of time. This study is quantitative research that collects data through an online questionnaire from a sample group. The respondents were 300 employees in the service industry. The result of research indicates that the top five factors influencing both generation X and millennials' intention to voluntarily leave their jobs are as follows: compensation and benefits, work-life balance, working relationship with manager, working relationship with colleagues, and not feeling value. The top five factors influencing generation Z’s intention to voluntarily leave their jobs are as follows: work-life balance, compensation and benefits, privacy at workplace, working conditions and Jobs itself. After analyzing all factors influencing the intention to voluntarily leave across generations, the results show that generation X and millennials have no significant differences in all factors except working hours. Multiple comparisons between generations X and Z show significant differences in the factors that influence the intention to voluntarily leave, such as working hours, workplace privacy, organizational culture, working relationships with managers and colleagues, the company's reputation, not feeling valued, overall organizational factors, and family reasons. Multiple comparisons between generations millennials and generation Z show significant differences in the factors that influence the intention to voluntarily leave, such as compensation and benefits, organization culture, career advancement, working relationships with managers and colleagues, the company's reputation, not feeling valued, overall organizational factors. The univariate analysis of variance concluded that generation is a moderator between job-related factors, organization factors, personal factors, and the intention to voluntarily leave. |
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Digital File #1 |