Turnover continues to pose a problem for all organizations across industries. This study examines the complex nature of turnover, by examining the relationship of turnover intentions with perceptions of distributive justice, procedural justice, growth opportunities, and recognition across age groups. Age groups will be used as a proxy for generational cohort membership. Results of the study confirm previous research that generational differences do exist; however, those differences are fairly small. Perceptions of distributive justice, procedural justice, growth opportunities, and recognition were found to be significant predictors of turnover intentions regardless of the age group.
Sue Ellen Bell
Date of Degree
Master of Arts (MA)
Social and Behavioral Sciences
Asuncion, K. (2013). Examining Generational Differences across Organizational Factors that Relate to Turnover [Master’s thesis, Minnesota State University, Mankato]. Cornerstone: A Collection of Scholarly and Creative Works for Minnesota State University, Mankato. https://cornerstone.lib.mnsu.edu/etds/146/
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