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Silva, I., Dias, Á. & Pereira, L. F. (2024). Determinants of employee intention to stay: A generational multigroup analysis. International Journal of Organizational Analysis. 32 (8), 1389-1418

I. Silva et al.,  "Determinants of employee intention to stay: A generational multigroup analysis", in Int. Journal of Organizational Analysis, vol. 32, no. 8, pp. 1389-1418, 2024

@article{silva2024_1732207211716,
	author = "Silva, I. and Dias, Á. and Pereira, L. F.",
	title = "Determinants of employee intention to stay: A generational multigroup analysis",
	journal = "International Journal of Organizational Analysis",
	year = "2024",
	volume = "32",
	number = "8",
	doi = "10.1108/IJOA-06-2023-3796",
	pages = "1389-1418",
	url = "https://www.emerald.com/insight/publication/issn/1934-8835"
}

TY  - JOUR
TI  - Determinants of employee intention to stay: A generational multigroup analysis
T2  - International Journal of Organizational Analysis
VL  - 32
IS  - 8
AU  - Silva, I.
AU  - Dias, Á.
AU  - Pereira, L. F.
PY  - 2024
SP  - 1389-1418
SN  - 1934-8835
DO  - 10.1108/IJOA-06-2023-3796
UR  - https://www.emerald.com/insight/publication/issn/1934-8835
AB  - Purpose
The purpose of the study is to investigate the differences between generational groups (specifically Generations X, Y and Z) in terms of variables that influence organisational commitment and intention to stay within an organisation. The aim is to fill the research gap in understanding how different factors influence commitment and retention across different generations.

Design/methodology/approach
This study follows a quantitative approach based on cross-sectional survey data. The respondents were employees of Generations X, Y and Z. The data were analysed using partial least squares structural equation modelling and multigroup analysis.

Findings
The results of the study indicate several relationships between variables and organisational commitment/intention to stay. Person-organisation fit is positively related to organisational commitment, and work-life balance is positively related to both organisational commitment and intention to stay. The mediation of organisational commitment shows a positive relationship with person-organisation fit and work-life balance. In addition, there are positive relationships between organisational culture and both organisational commitment and intention to stay, as well as a positive relationship between person-organisation fit and intention to stay. Furthermore, all three Generations (X, Y and Z) show positive relationships between organisational commitment and intention to stay.

Research limitations/implications
The implications of the study are twofold. First, it provides theoretical contributions by uncovering the relationships between various variables and organisational commitment/retention. Second, it provides practical implications for organisations by highlighting the importance of person-organisation fit, work-life balance and organisational culture in fostering commitment and retention among employees of different generations.

Originality/value
The originality and value of this study lies in its exploration of the differences between generational groups in terms of variables affecting organisational commitment and intention to stay. By addressing this research gap, the study contributes to the existing literature on organisational commitment and retention. The detailed presentation of theoretical contributions, practical implications, limitations and suggestions for future research enhances the overall value of the study.
ER  -