Comparison across X, Y and Z generation employees’ attraction and retention factors: multigroup analysis (MGA)

Abstract

Purpose The viability of a firm in today’s HRM depends on understanding the varying demands and preferences of its workforce across generations. A company’s ability to retain employees from generations X, Y and Z may be affected by different factors, respectively. In addition to explaining how these generations influence the employees’ purpose to stay with the organization, the study attempts to discover the aspects that contribute to individuals’ attraction and retention. Design/methodology/approach To do this, a thorough literature analysis was used to obtain a list of the influential elements, and then the fuzzy Delphi approach was employed to filter the list concerning the community under research. Afterward, a comparison of all three employee generations was made using the PLS multigroup analysis technique. Findings There is no statistically significant difference between generations X and Y, according to the findings, despite variances between generations [X, Z] and [Y, Z]. Clear professional path growth and career enrichment were the most significant elements that contributed to the differences between the groups under examination. Originality/value To the best of the authors’ knowledge, this study is one of the first studies that, by bringing together all three generations of employees of a company, seeks to find the most important components of attraction and retention for each of the generations and compare them with each other.

Cite this work

No public copy is stored for this record, so only the metadata is cited.

Stored only when both papers are in the corpus — 4 citations exist upstream.

Papers that cite the same references — the relational fallback while embeddings are still backfilling.