Exploring Factors Influencing Generation Y Employees’ Turnover Intention in Indonesia: The Roles of Co-worker Support, Supervisor Support and Career Development

Abstract

The emergence of Generation Y, which dominates the workforce due to population shift, brings awareness to businesses and organizations to be prepared and build a strategy to engage the Millennial workforce and reduce the high turnover rate that led to company loss. Turnover intention is the best predictor for observing an early indication of employee turnover. Therefore, leaders and organizations must explore and gain more information on generation Y employees' expectations in the workplace and how to fulfill them to reduce their turnover intention. This study used a phenomenological approach to acquire an in-depth understanding of Generation Y employees' expectations and perspective towards the organization and how it influences turnover intention. The results revealed that most Generation Y employees agreed that co-workers' support (emotional and instrumental) and interpersonal relationship play an essential role in their work life. Although, few others believed these factors needed to be more influential to affect their commitment to the organization. Unanimously, all Generation Y employees also agreed that supervisor support and career development opportunities played crucial roles in their career journey. They believed that the organization should facilitate them with mentorship to deliver supervisor support, learning opportunities, and career path plan to ensure their career progression within the workplace. Businesses and organizations need to have policies and facilitation which fulfill all these expectations and provide them with a reason to stay loyal and oblige to higher commitment in return for all the support given by the company.