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Job-hopping behaviour among generation Y: The case for Postgraduate Students in Arshad Ayub Graduate Business School / Aisyah Nazirah Ab Rahman and Nor Hafizah Mohamed Harith

Ghiselli (1974) stated job-hopping is also known as a hobo syndrome. Hobe syndrome is an attitude of an employee who will look for a different job, perhaps because of an itch, but hobo also evaluates whether their current job or a new alternative one is more beneficial, which is a rational decision....

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Main Authors: Ab Rahman, Aisyah Nazirah, Mohamed Harith, Nor Hafizah
Format: Conference or Workshop Item
Language:English
Published: 2021
Subjects:
Unemployment
Youth
College graduates
Organizational sociology. Organization theory
Universiti Teknologi MARA
Online Access:https://ir.uitm.edu.my/id/eprint/54481/1/54481.pdf
https://ir.uitm.edu.my/id/eprint/54481/
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spelling my.uitm.ir.544812022-01-21T09:08:37Z https://ir.uitm.edu.my/id/eprint/54481/ Job-hopping behaviour among generation Y: The case for Postgraduate Students in Arshad Ayub Graduate Business School / Aisyah Nazirah Ab Rahman and Nor Hafizah Mohamed Harith Ab Rahman, Aisyah Nazirah Mohamed Harith, Nor Hafizah Unemployment Youth College graduates Organizational sociology. Organization theory Universiti Teknologi MARA Ghiselli (1974) stated job-hopping is also known as a hobo syndrome. Hobe syndrome is an attitude of an employee who will look for a different job, perhaps because of an itch, but hobo also evaluates whether their current job or a new alternative one is more beneficial, which is a rational decision. According to Henrik (2015), employees from Generation Y tend to change positions frequently, and it has been acknowledged that Generation Y turnover intentions result in overt and covert losses such as lost inventions, skills, abilities, and organizational money. Henrik (2015) also stated that the rate of turnover among Generation Y is two times that of Generation X and 4.5 times that of baby boomers and their predecessors, according to research (Lyons et al., 2015). The situation is crucial and needs to be highlighted by stakeholders such as the Ministry of Human Resources, the private sector, and the public. Human Resource Management must recognize the need of hiring and retaining qualified Generation Y personnel to preserve the company's performance. 2021 Conference or Workshop Item PeerReviewed text en https://ir.uitm.edu.my/id/eprint/54481/1/54481.pdf ID54481 Ab Rahman, Aisyah Nazirah and Mohamed Harith, Nor Hafizah (2021) Job-hopping behaviour among generation Y: The case for Postgraduate Students in Arshad Ayub Graduate Business School / Aisyah Nazirah Ab Rahman and Nor Hafizah Mohamed Harith. In: E-Proceeding 8th International Conference on Public Policy and Social Science (ICoPS) 2021, 27 Oktober 2021.
institution Universiti Teknologi Mara
building Tun Abdul Razak Library
collection Institutional Repository
continent Asia
country Malaysia
content_provider Universiti Teknologi Mara
content_source UiTM Institutional Repository
url_provider http://ir.uitm.edu.my/
language English
topic Unemployment
Youth
College graduates
Organizational sociology. Organization theory
Universiti Teknologi MARA
spellingShingle Unemployment
Youth
College graduates
Organizational sociology. Organization theory
Universiti Teknologi MARA
Ab Rahman, Aisyah Nazirah
Mohamed Harith, Nor Hafizah
Job-hopping behaviour among generation Y: The case for Postgraduate Students in Arshad Ayub Graduate Business School / Aisyah Nazirah Ab Rahman and Nor Hafizah Mohamed Harith
description Ghiselli (1974) stated job-hopping is also known as a hobo syndrome. Hobe syndrome is an attitude of an employee who will look for a different job, perhaps because of an itch, but hobo also evaluates whether their current job or a new alternative one is more beneficial, which is a rational decision. According to Henrik (2015), employees from Generation Y tend to change positions frequently, and it has been acknowledged that Generation Y turnover intentions result in overt and covert losses such as lost inventions, skills, abilities, and organizational money. Henrik (2015) also stated that the rate of turnover among Generation Y is two times that of Generation X and 4.5 times that of baby boomers and their predecessors, according to research (Lyons et al., 2015). The situation is crucial and needs to be highlighted by stakeholders such as the Ministry of Human Resources, the private sector, and the public. Human Resource Management must recognize the need of hiring and retaining qualified Generation Y personnel to preserve the company's performance.
format Conference or Workshop Item
author Ab Rahman, Aisyah Nazirah
Mohamed Harith, Nor Hafizah
author_facet Ab Rahman, Aisyah Nazirah
Mohamed Harith, Nor Hafizah
author_sort Ab Rahman, Aisyah Nazirah
title Job-hopping behaviour among generation Y: The case for Postgraduate Students in Arshad Ayub Graduate Business School / Aisyah Nazirah Ab Rahman and Nor Hafizah Mohamed Harith
title_short Job-hopping behaviour among generation Y: The case for Postgraduate Students in Arshad Ayub Graduate Business School / Aisyah Nazirah Ab Rahman and Nor Hafizah Mohamed Harith
title_full Job-hopping behaviour among generation Y: The case for Postgraduate Students in Arshad Ayub Graduate Business School / Aisyah Nazirah Ab Rahman and Nor Hafizah Mohamed Harith
title_fullStr Job-hopping behaviour among generation Y: The case for Postgraduate Students in Arshad Ayub Graduate Business School / Aisyah Nazirah Ab Rahman and Nor Hafizah Mohamed Harith
title_full_unstemmed Job-hopping behaviour among generation Y: The case for Postgraduate Students in Arshad Ayub Graduate Business School / Aisyah Nazirah Ab Rahman and Nor Hafizah Mohamed Harith
title_sort job-hopping behaviour among generation y: the case for postgraduate students in arshad ayub graduate business school / aisyah nazirah ab rahman and nor hafizah mohamed harith
publishDate 2021
url https://ir.uitm.edu.my/id/eprint/54481/1/54481.pdf
https://ir.uitm.edu.my/id/eprint/54481/
_version_ 1724077511732625408
score 13.211869

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