Unveiling Employee Turnover Phenomena in South East Asia’s Largest Population

Ami Fitri Utami; Rumondang Puji Nur Suci; Aisyah Shakira

doi:10.25124/jmi.v23i3.7021

Ami Fitri Utami International Business Program, BINUS Business School, Bina Nusantara University, Jakarta, Indonesia
Rumondang Puji Nur Suci Management Program, BINUS Business School, Bina Nusantara University, Jakarta, Indonesia
Aisyah Shakira University of Adelaide, Adelaide, South Australia, Australia

DOI: https://doi.org/10.25124/jmi.v23i3.7021

Abstract

Generation Y is known as a generation that grew up with technological advances, creating more dynamic, creative, and career development-oriented employees. However, they are also known as having a low level of loyalty. It is caused because Gen Y tends to have high turnover intentions. Companies need to understand the values of Gen Y to develop management strategies so employees can be maintained. Employees who feel their contribution is valued by their organization will have a high commitment to the company. It also happens when they feel the supervisors show concern for them. This study aims to identify the role of person-organization fit, perceived organizational support, and perceived supervisor support on the turnover intention of Jakarta’s Gen Y employees. The analytical method is quantitative, with 428 samples. The results of this study shall be considered for companies to determine the exact strategies for Gen Y employees.

Keywords— Generation Y; Turnover Intention; Person-Organization Fit; Perceived Organizational Support; Perceived Supervisor Support

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