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Essential elements for recruitment and retention: Generation Y

Jenna Luscombe (School of Psychology and Counselling, Queensland University of Technology, Kelvin Grove, Australia)
Ioni Lewis (Centre for Accident Research and Road Safety – Queensland (CARRS‐Q), Queensland University of Technology, Kelvin Grove, Australia and Institute of Health and Biomedical Innovation, Queensland University of Technology, Kelvin Grove, Australia)
Herbert C. Biggs (Centre for Accident Research and Road Safety – Queensland (CARRS‐Q), Queensland University of Technology, Kelvin Grove, Australia and Institute of Health and Biomedical Innovation, Queensland University of Technology, Kelvin Grove, Australia)

Education + Training

ISSN: 0040-0912

Article publication date: 12 April 2013

15940

Abstract

Purpose

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Generation Y (Gen Y) is the newest and largest generation entering the workforce. Gen Y may differ from previous generations in work‐related characteristics which may have recruitment and retention repercussions. Currently, limited theoretically‐based research exists regarding Gen Y's work expectations and goals in relation to undergraduate students and graduates. The aim of this paper is to attempt to address this gap in the research.

Design/methodology/approach

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This study conducted a theoretically‐based investigation of the work expectations and goals of Generation Y and, in particular, student Gen Y versus working Gen Y individuals based within a framework incorporating both expectancy‐value and goal setting theories. n=398 provided useable data via an on‐line survey.

Findings

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Overall, some support was found for predictions with career goals loading on a separate component to daily work expectations and significant differences between students and working Gen Y on career goals. No significant differences were found, however, between the two groups in daily work expectations.

Research limitations/implications

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Future research studies may benefit from adopting a theoretical framework which assesses both daily work expectations and career goals. At a practical level, based on the findings, some examples are provided of the means by which organisations may draw upon daily work expectations and career goals of importance to Gen Y and, in doing so, influence the likelihood that a Gen Y individual will join and remain at their particular organisation.

Originality/value

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This research has demonstrated the utility of adopting a sound theoretical framework in furthering understanding about the motivations which influence an organisations’ ability to recruit and retain Gen Y.

Keywords

Citation

Luscombe, J., Lewis, I. and Biggs, H.C. (2013), "Essential elements for recruitment and retention: Generation Y", Education + Training, Vol. 55 No. 3, pp. 272-290. https://doi.org/10.1108/00400911311309323

Publisher

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Emerald Group Publishing Limited

Copyright © 2013, Emerald Group Publishing Limited

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