Malaysian Gen Y’s Work Behaviours and Attitudes towards job Retention and Career Advancement
Gen Y behaviours in the workplace have been much written about based on observations and studies in Western settings but little is known about Gen Y in Asian work contexts, particularly in the context of employee retention and turnover. This study examined Malaysian polytechnic graduates’ work behav...
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| Main Authors: | , , |
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| Format: | Article |
| Language: | English |
| Published: |
Akademia Baru, UTM
2018
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| Subjects: | |
| Online Access: | http://ir.unimas.my/id/eprint/22020/5/ting.pdf http://ir.unimas.my/id/eprint/22020/ http://www.akademiabaru.com/arsbs.html |
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| Summary: | Gen Y behaviours in the workplace have been much written about based on observations and studies in Western settings but little is known about Gen Y in Asian work contexts, particularly in the context of employee retention and turnover. This study examined Malaysian polytechnic graduates’ work behaviours and attitudes towards job retention and career advancement. Through a questionnaire survey of 195 polytechnic graduates, the study showed that the polytechnic graduates are a homogeneous group. There were no significant differences in the work behaviours and
attitudes of female and male polytechnic graduates. No significant differences were found for ethnic groups. They frequently sought guidance and feedback on their work,
needed project deadline extensions, worked in groups, and expected positive comments on their work performance. The results showed that monetary incentives is the main motivating factor for them to stay at their current job, work hard and not change jobs. A collegial workplace with a good supervisor and enjoyable work with flexible work hours play some role in employee retention where Gen Y is concerned. However, the prestige and convenient location of a company cannot retain them in their present or future job. A majority of them expected to be promoted within two
years of service and every two to three years. The findings suggest that a fast-track promotion and an attractive salary are critical factors in the attempt to understand the
connection between Gen Y’s work behaviours and career advancement expectations in the context of employee retention and turnover. |
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