This study compares job hopping between millennial and general X workers. The research hypothesized that: Millennial aren’t job hoping any faster than Generation X did . The research goes a head to test this hypothesis. The primary target population of the study is millennial workers; workers in the age bracket of 18-35 years. The secondary population targeted by the study includes Generation X workers for purposes of making comparison in terms of length of stay with employers. The research question: Does millennial workers stick longer with employers than their counterparts in generation X did in the early 2000 when they were younger adults? The study further unveils key reasons for any differences in the length of stay with employers between millennial workers and their older counterparts.
Research:
Survey method was used to gather data on how long millennial workers stay with their current employers. As part of the population survey, the U.S Department of Labor collects these data every two years to inform policy formulation in labor market. As opposed to census, the survey used a representative sample of workers comprising of different age groups, gender and different level of education. The aim is to asses how these factors influenced the job switching of employees among millennial and Gen X workers. In this process, self employed millennial were excluded from the sample
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Learn:
The study found that millennial’s job tenure is longer than their older Gene X counterparts. In other words, millennial workers are staying longer with employer than their prior generation. For example, 63% of millennial workers have stayed with current employer for over 13 months in 2016 compared to 59% of Gen X in 2000. For those who have stayed with employer for more than 5 years, millennial workers were 22% in 2016 compared to 21.8% for Gen X workers in 2000. The study further found that high level of education as a key factor contributing to long job tenure among millennial workers. Accordingly, 75 and 74 percent of male and female millennial workers with bachelor’s degree have been with their current employer for more than 13 months compared to 72 and 70 percent male and female Gen X. However, this proportion is lower for workers with no college education. Similarly, a high percentage of millennial workers with bachelor’s degree have worked with current employer for 5 years at 29 and 30 percent for male and female workers. A lower percentage was reported for Gen X workers at 27 and 29 percent for men and female Gen X workers. In conclusion, millennial worker have longer job tenure than Gen X and education is the main factors contributing to longer stay of employees with their employer.
Do:
These findings present some pertinent question that requires answers in future research. Other than education, what other factors are contributing to longer stay of millennial workers with their current employer. How do the limited better employment opportunities impacting job switching among millennial workers. Could other factors such as rising dual-career households, declining middle class jobs and the need to retain health insurance cover have played a role in declining job switching among millennial? There are many changes that have occurred between these tow generations including development in information technology and globalization. These factors are affecting labor market and could be contributing to the long job tenure among current generation of workers. Therefore, future research should be conducted to address these questions and help understand differences in job tenure between millennial and Gen X workers.
PART B: MAKING CONNECTIONS
How can you apply the key research findings to your own life?
The study found longer job tenure among millennial workers than Gen X workers. This is mainly attributed higher educational level among the current lot of employees compared to the older Gen x employees. Essentially, job hoping has declined significantly over the recent past. These findings are beneficial to key stakeholders including newly graduated people and employers.
In this regard, it is vital that I stick to one employer in order to grow and develop their career. Furthermore, this helps to establish friendly relationship with employer and improve my skills. Employee retention is critical in today’s competitive business climate. Decline in job hoping reduce the cost of recruitment for employers thus increasing profitability of the organization. It is necessary for companies to take advantage of reduced job hoping to improve employee retention to gain competitive advantage in the competitive global market. Further to that, companies should take advantage of reduced job switching among millennial workers to attract and retail high skilled and talented employees.
What are two additional questions that you have about society based on this research?
The fundamental questions to society related to this research finding include:
What is the role of globalization, diversity and cultural inclusion in shaping job hoping and employee retention?
How does digital technology contributing to the longer lob tenure among millennial workers? Ideally, digital technology has exposed employees to numerous job opportunities around the globe. However, contrary to expectations, it seems not to influence job hoping among current workers. A research on this is necessary to assess how it is affecting job switching of employees.
References
Fry, R. (2017). Millennials aren’t job hopping any faster than Generation X did. Retrieved from http://www.pewresearch.org/fact-tank/2017/04/19/millennials-arent-job-hopping-any-faster-than-generation-x-did/
