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A Grounded Theory of Millennials Job-Hopping Deborah L Walden University ScholarWorks Walden Dissertations and Doctoral Studies Walden Dissertations and Doctoral Studies Collection 2018 A Grounded Theory of Millennials Job-Hopping Deborah L. Rivers Walden University Follow this and additional works at: https://scholarworks.waldenu.edu/dissertations Part of the Business Administration, Management, and Operations Commons, Management Sciences and Quantitative Methods Commons, Organizational Behavior and Theory Commons, and the Quantitative, Qualitative, Comparative, and Historical Methodologies Commons This Dissertation is brought to you for free and open access by the Walden Dissertations and Doctoral Studies Collection at ScholarWorks. It has been accepted for inclusion in Walden Dissertations and Doctoral Studies by an authorized administrator of ScholarWorks. For more information, please contact [email protected]. Walden University College of Management and Technology This is to certify that the doctoral dissertation by Deborah L. Rivers has been found to be complete and satisfactory in all respects, and that any and all revisions required by the review committee have been made. Review Committee Dr. Robert Levasseur, Committee Chairperson, Management Faculty Dr. Jean Gordon, Committee Member, Management Faculty Dr. Daphne Halkias, University Reviewer, Management Faculty Chief Academic Officer Eric Riedel, Ph.D. Walden University 2018 Abstract A Grounded Theory of Millennials Job-Hopping By Deborah L. Rivers MBA, Brenau University, 1993 BS, University of Maryland, 1989 Dissertation Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy Management Walden University November 2018 Abstract Corporations are finding it challenging to attract and retain the top talented Millennials. Their frequent job-hopping is costing the U.S. economy $30.5 billion annually despite corporations’ best efforts to retain them. The central research question concerns the decision-making process that Millennials use to decide whether to job-hop or stay with an organization. The purpose of this qualitative study was to develop a theory that explains the Millennials’ process for deciding whether to job-hop or stay with an organization. The conceptual framework for this grounded theory research is generational theory, Herzberg’s hygiene and motivational factors, and psychological contract theory. The data collection was by means of a purposive sampling strategy implemented through the semistructured interviews of 13 participants. The grounded theory data analysis method used consisted of an abridged version of Glaser’s data analysis method as developed by Charmaz, which entailed a systematic comparative coding process (initial, focused, and theoretical). The study findings included 7 factors that affect Millennial job-hopping: competitive compensation, job enjoyment, opportunities for professional growth, supportive work environment, reasonable free/flex time, finding their niche, and excellent benefits. Based on these factors, the Millennials job-hopping theory explains their decision-making process and why they job-hop. Positive social change may occur when Millennials achieve job satisfaction. Job satisfaction increases loyalty and organizational commitment and reduces stress, thus decreasing turnover and creating economic stability for the Millennials and their organizations. A Grounded Theory of Millennials Job-Hopping By Deborah L. Rivers MBA, Brenau University, 1993 BS, University of Maryland, 1989 Dissertation Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy Management Walden University November 2018 Dedication I would like to dedicate this study to my mother, Rev. Norma Rivers-Gordon, who has never fail me and has always been there for me when things got tough. I also dedicate this study to my sons, George and Jared Rivers, and my grandchildren, Anthony, Quinten, Adrian, Naya, Jared Jr., Isaiah, and Aquila, as an example that you are never too old to gain knowledge and achieve most things if you are willing to put in the time and effort. Acknowledgments I would like to thank Dr. Robert Levasseur for fulfilling the roles of mentor in the KAM program and chairperson of my dissertation committee. Thank you for accepting me into the KAM program and providing guidance throughout this journey. It has been a long time coming. Although we have never met, I feel like I know your heart, your spirit, and you. Thank you for the great talks, stories, talking me off the edge a couple of times, and having an ear to bounce my frustration off. I would also like to thank Dr. Jean Gordon for fulfilling the role of Second Chair and providing key input. Finally, thank you, Dr. Daphne Halkias, the URR, for expanding my knowledge base and providing significant information and support. Table of Contents List of Tables ........................................................................................................................... vi List of Figures......................................................................................................................... vii Chapter 1: Introduction to the Study ....................................................................................... 1 Background of the Study ................................................................................................... 3 Problem Statement ............................................................................................................. 8 Purpose of the Study ........................................................................................................ 10 Research Questions .......................................................................................................... 10 Conceptual Framework.................................................................................................... 10 Nature of the Study .......................................................................................................... 12 Definitions ........................................................................................................................ 13 Assumptions ..................................................................................................................... 15 Scope and Delimitations .................................................................................................. 15 Limitations........................................................................................................................ 16 Significance of the Study................................................................................................. 17 Significance to Theory .............................................................................................. 17 Significance to Practice ............................................................................................. 17 Significance to Social Change .................................................................................. 17 Summary and Transition ................................................................................................. 18 Chapter 2: Literature Review ................................................................................................ 19 Literature Search Strategy ............................................................................................... 21 Conceptual Framework.................................................................................................... 22 i Generational Theory Development ................................................................................. 22 Generation History..................................................................................................... 22 The Birth of Generational Theory ............................................................................ 24 Generational Theory Four Archetypes ..................................................................... 25 Generational Theory Social Moments ...................................................................... 27 The Four Generations ................................................................................................ 27 Silent/Traditionalists ........................................................................................... 28 Baby Boomers ..................................................................................................... 29 GenXers................................................................................................................ 31 Millennials ........................................................................................................... 32 Generational Theory Implementations ..................................................................... 33 Herzberg's Hygiene and Motivational Factors …….………………………………...35 Motivation-Hygiene Theory Controversial .............................................................. 38 Motivation-Hygiene Theory Still Relevant .............................................................. 39 Psychological Contract Theory …….………………………………………………..40 Literature Review…………………………………………………………………….43 Millennials…………………………………………………………………………...43 Millennials Career Expectations.……..……………………………………………...45 Opportunities for Advancement………………………………………………….46 Work-Life Balance……………………………………………………………….46 Good Pay and Benefits …………………………………………………………..48 Meaningful Work…………………………………………………..…………… 49 ii Nurturing Work Environment……………………………………………………49 Millennials
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