Abstract
In the of age of Artificial Intelligence (A.I.) millennials have faced new challenges in the workplace. It has been argued that millennials are estimated to comprise 51% of the workplace population, making them the largest generation in the workforce. Although there are multiple generations in the workplace, it is important for employers to begin to understand the values and needs of the millennial generation due to their sheer size and the impact of A.I. For millennials, here is a high level of turnover in the workplace is a common occurrence. The costs associated with recruiting, selecting, and training new employees can often equal or exceed 100% of that position being filled. This quantitative study examines if there is a significant relationship between job satisfaction and millennial turnover intention within higher education. Identifying these factors may allow researchers to identify methods that could help leaders in higher education to improve retention strategies, while using A.I. with this generation. A cross-sectional survey method was determined as this study’s best research design. The sampling method for this survey was a non-probability convenience model. To address the research question, the researcher conducted a correlational analysis. The Pearson’s product-moment correlation was used to measure bivariate relationships between each of the totals of the Job Satisfaction Scale and sub-scales and the Turnover Intention Scale-6. A significant relationship was revealed between each of the job satisfaction sub-scales and intent to leave.
Presenters
De Aira PughDean of Student and Enrollment Services, Collin College, Texas, United States
Details
Presentation Type
Theme
Educational Organization and Leadership
KEYWORDS
Artificial Intelligence, Multigenerational, Workplace, Leadership, Millennial, Turnover
