The Influence of Perceived Organizational Support and Career Adaptability on Turnover Intention among Generation Z in the Hotel Industry in Bangkok
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Abstract
This research aimed to study 1) the level of perceived organizational support, career adaptability, and turnover intention among Generation Z and 2) the influence of perceived organizational support and career adaptability on turnover intention among Generation Z. Data was collected from 252 Generation Z employees in the Bangkok hotel industry, using a questionnaire as the research instrument. The data was analyzed using Structural Equation Modeling (SEM). The research found that Generation Z employees have an exceptionally high mean level of perceived organizational support, a relatively high level of career adaptability, and a moderate mean turnover intention. The conceptual model is consistent with empirical data (Chi-square= 1273.561, df= 822, CMIN/DF= 1.549, CFI=0.904, RMR= 0.054, RMSEA = 0.047). The result shows that 1) perceived organizational support does not significantly affect turnover intention. 2) Perceived organizational support positively affects career adaptability (β =0.498, p<0.001). 3) Career adaptability has no significant effect on turnover intention. Therefore, organizations that want to develop career adaptability for Generation Z employees should provide appropriate and fair compensation and benefits, offer job training and opportunities for advancement, manage employment contracts fairly, listen to employee feedback, assign important tasks, and recognize employees when they successfully complete challenging work.
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This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
บทความที่ได้รับการตีพิมพ์เป็นลิขสิทธิ์ของวารสาร สักทอง : วารสารมนุษยศาสตร์และสังคมศาสตร์ สถาบันวิจัยและพัฒนา มหาวิทยาลับราชภัฏกำแพงเพชร
ข้อคิดเห็นใดๆ ที่ปรากฎในวารสารเป็นวรรณกรรมของผู้เขียนโดยเฉพาะ ซึ่งมหาวิทยาลัยราชภัฏกำแพงเพชรและบรรณาธิการไม่จำเป็นต้องเห็นด้วย
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