Abstract

Voluntary employee turnover, or quitting jobs, in the U.S. has been steadily increasing since 2009. This study investigated the relationships among the dimensions of quality of work life (QWL), job satisfaction, organizational commitment, and turnover intention among millennial employees in the U.S. It sought to determine whether statistically significant relationships existed among these variables. The study tested a model of the relationships among the aforementioned constructs using structural equation modeling with the IBM® SPSS® Amos 25.0 (SPSS) software package.

Using maximum likelihood estimation (MLE), 339 respondents drawn from Amazon Mechanical Turk (MTurk) were examined. Results showed that job characteristics and compensation and benefits had positive and significant effects on job satisfaction. Additionally, job satisfaction had statistically significant effects on organizational commitment and turnover intention. Neither of the dimensions of QWL had positive and significant relationships with organizational commitment. Finally, neither of the dimensions of QWL had direct and negatively significant relationships with turnover intention.

This study contributes to the literature by informing on which dimensions of QWL directly attribute to enhanced job satisfaction and reductions in turnover intention. Such knowledge provides a better understanding of millennial employees and may aid in turnover reductions and costs incurred by organizations that are related to turnover.

Date of publication

Summer 7-18-2019

Document Type

Dissertation

Language

english

Persistent identifier

http://hdl.handle.net/10950/1567

Committee members

Greg Wang, Andrea Ellinger, Harold Doty

Degree

Ph.D. in Human Resource Development

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