Senior Honors Theses

Publication Date

Spring 4-12-2016

School

School of Business

Major

Business Administration

Keywords

job satisfaction, organizational commitment, millennials, millennial generation

Disciplines

Organizational Behavior and Theory

Abstract

Members of the Millennial Generation have higher rates of turnover compared to other generations. This can represent significant costs to organizations, and therefore is important to minimize. Job satisfaction has been shown to increase motivation and productivity as well as decrease turnover, and can be maximized by adjusting economic factors, fostering interpersonal relationships, and adjusting activities, tasks, and work conditions to the personality of the worker. All three types of organizational commitment (affective, normative, and continuance) also decrease turnover rates. Both job satisfaction and organizational commitment depend on a worker’s personality, needs, and expectations, which are influenced by the generation they were born into. Implementing mentoring programs and making specific changes in job design and work environment according to Millennials’ needs and expectations could increase Millennial satisfaction and commitment.

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