東華大學圖書館 |

語系: 繁體中文

說明(常見問題)

回圖書館首頁

手機版館藏查詢

登入

回首頁

切換: 標籤 | MARC模式 | ISBD

A Grounded Theory of Millennials Job...

Rivers, Deborah L.

FindBook

Google Book

Amazon

博客來

A Grounded Theory of Millennials Job-Hopping.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	A Grounded Theory of Millennials Job-Hopping./
作者:	Rivers, Deborah L.
出版者:	Ann Arbor : ProQuest Dissertations & Theses, : 2018,
面頁冊數:	200 p.
附註:	Source: Dissertation Abstracts International, Volume: 80-03(E), Section: A.
Contained By:	Dissertation Abstracts International80-03A(E).
標題:	Management. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=10976526
ISBN:	9780438624092

A Grounded Theory of Millennials Job-Hopping.
Rivers, Deborah L.

A Grounded Theory of Millennials Job-Hopping. - Ann Arbor : ProQuest Dissertations & Theses, 2018 - 200 p.

Source: Dissertation Abstracts International, Volume: 80-03(E), Section: A.

Thesis (Ph.D.)--Walden University, 2018.

Corporations are finding it challenging to attract and retain the top talented Millennials. Their frequent job-hopping is costing the U.S. economy $30.5 billion annually despite corporations' best efforts to retain them. The central research question concerns the decision-making process that Millennials use to decide whether to job-hop or stay with an organization. The purpose of this qualitative study was to develop a theory that explains the Millennials' process for deciding whether to job-hop or stay with an organization. The conceptual framework for this grounded theory research is generational theory, Herzberg's hygiene and motivational factors, and psychological contract theory. The data collection was by means of a purposive sampling strategy implemented through the semistructured interviews of 13 participants. The grounded theory data analysis method used consisted of an abridged version of Glaser's data analysis method as developed by Charmaz, which entailed a systematic comparative coding process (initial, focused, and theoretical). The study findings included 7 factors that affect Millennial job-hopping: competitive compensation, job enjoyment, opportunities for professional growth, supportive work environment, reasonable free/flex time, finding their niche, and excellent benefits. Based on these factors, the Millennials job-hopping theory explains their decision-making process and why they job-hop. Positive social change may occur when Millennials achieve job satisfaction. Job satisfaction increases loyalty and organizational commitment and reduces stress, thus decreasing turnover and creating economic stability for the Millennials and their organizations.

ISBN: 9780438624092Subjects--Topical Terms:

516664
Management.

A Grounded Theory of Millennials Job-Hopping.
LDR:02633nmm a2200313 4500 001 2203263
005 20190528072655.5
008 201008s2018 ||||||||||||||||| ||eng d
020 $a 9780438624092
035 $a (MiAaPQ)AAI10976526
035 $a (MiAaPQ)waldenu:21496
035 $a AAI10976526
040 $a MiAaPQ $c MiAaPQ
100 1 $a Rivers, Deborah L. $3 3430056
245 1 2 $a A Grounded Theory of Millennials Job-Hopping.
260 1 $a Ann Arbor : $b ProQuest Dissertations & Theses, $c 2018
300 $a 200 p.
500 $a Source: Dissertation Abstracts International, Volume: 80-03(E), Section: A.
500 $a Adviser: Robert E. Levasseur.
502 $a Thesis (Ph.D.)--Walden University, 2018.
520 $a Corporations are finding it challenging to attract and retain the top talented Millennials. Their frequent job-hopping is costing the U.S. economy $30.5 billion annually despite corporations' best efforts to retain them. The central research question concerns the decision-making process that Millennials use to decide whether to job-hop or stay with an organization. The purpose of this qualitative study was to develop a theory that explains the Millennials' process for deciding whether to job-hop or stay with an organization. The conceptual framework for this grounded theory research is generational theory, Herzberg's hygiene and motivational factors, and psychological contract theory. The data collection was by means of a purposive sampling strategy implemented through the semistructured interviews of 13 participants. The grounded theory data analysis method used consisted of an abridged version of Glaser's data analysis method as developed by Charmaz, which entailed a systematic comparative coding process (initial, focused, and theoretical). The study findings included 7 factors that affect Millennial job-hopping: competitive compensation, job enjoyment, opportunities for professional growth, supportive work environment, reasonable free/flex time, finding their niche, and excellent benefits. Based on these factors, the Millennials job-hopping theory explains their decision-making process and why they job-hop. Positive social change may occur when Millennials achieve job satisfaction. Job satisfaction increases loyalty and organizational commitment and reduces stress, thus decreasing turnover and creating economic stability for the Millennials and their organizations.
590 $a School code: 0543.
650 4 $a Management. $3 516664
650 4 $a Organization theory. $3 2122787
650 4 $a Social research. $3 2122687
690 $a 0454
690 $a 0635
690 $a 0344
710 2 $a Walden University. $b Management. $3 3168394
773 0 $t Dissertation Abstracts International $g 80-03A(E).
790 $a 0543
791 $a Ph.D.
792 $a 2018
793 $a English
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=10976526