Baum, TomAlnussian, Sulaiman2024-04-152024-04-152024-02-25https://hdl.handle.net/20.500.14154/71768This thesis examines various aspects of reasons young people give up on employment through a secondary research approach, where the relevant literature, theories, and empirical studies on the topic are analysed. In today’s competitive business environment, younger professionals are now frequently leaving their jobs. Therefore, it is important to examine the underlying causes for such a situation. The composition of the workforce is dominated by mostly the young people who are innovative and bring solutions, new ideas, and technological knowledge. On the other hand, young employees have very high turnover rates, which make the organizations spend extra on recruitment and knowledge loss and at the same time disrupt productivity. Thus, this research aims at adding to the existing knowledge by synthesizing and critically reviewing findings from various sources. The second part of the study is a broad review of the literature in various sources including, journals, industrial reports, as well as expert opinion. The analysis is organized according to major thematic areas, including workplace culture, career development prospects, work-life balance, organizational support, and compensation packages. This section seeks to uncover similarities, anomalies, and gaps about factors that lead to turnover in young workers via secondary research. This dissertation adopts the secondary research methodology, which involves a systematic review of published scholarly articles, reports, and surveys in the last ten years. To achieve this, it will be possible to discover typical features, periodicities and blank spots in the existing knowledge about youthful employee turnover. Data extraction criteria is stringent to incorporate only high-quality studies, thereby increasing the reliability and validity of synthesized findings. This dissertation primarily explores the individual-level factors that contribute to turnover of young employees in their employment. This encompasses a detailed study of job satisfaction, career advancement opportunities, work-life balance, and alignment between organizational values and personal beliefs. This study seeks to provide in-depth understanding regarding interplay between these variables and turnover intentions in young professionals by referring to the works of famous researchers in the industry. Additionally, the study focuses on the organizational-level determinants of young employee turnover and the areas of leadership, organizational culture, and communication channels. In these explorations, efforts are made to reveal the organizational elements which either facilitate or hinder a comfortable working environment for the young employees, with an effect on their commitment to the organization. The dissertation also considers wider societal influences on young employee turnover including individual and organizational factors. The study further discusses the influence of various external factors such as economics, generational trends, as well as societal expectations and their impact on the decision-making capabilities of the young professionals in the modern workplace. It becomes imperative to comprehend these macro-level influences in order to come up with comprehensive strategies for retaining talented young people. Perceived compensation, work-life balance, career development opportunities, and management will show a high level of association with young employee turnover. It is expected that higher levels of perceived compensation, work-life balance, career development possibilities and management support will be associated with lower levels of turnover intention. This hypothesis assumes that these factors are key determinants of young professionals’ turnover intentions. The study is expected to reveal a positive correlation between increased levels of perceived compensation and lower turnover intention in young employees. At the same time, the study is anticipated to reveal that a supportive work-life balance, which blends the professional and personal aspects of life, correlates with lower turnover intentions. The study also seeks to associate the career development opportunities in a firm to the reduced intention to turnover among young employees, underscoring the significance of growth prospects to retain talent. This hypothesis further proposes that high level of management support that include good leadership and communication will go hand in hand with low levels of turnover intention among the young professionals. Consequently, organizations that are promoting favorable views about these areas are likely to experience a loyal and more stabilized young workforce, thus aiding employee retention strategies and organizational success. The study aims to synthesize and critically analyse existing literature, thus, adding to the body of knowledge for academia and the business community. This study will have important implications for organizations that aim to decrease youth turnover or increase workforce retention. Knowing what determines young employee turnover decisions, organizations can devise methods of attracting, engaging and retaining the best talent. This will facilitate the development of a responsive and interactive workforce. The insights should provide direction on policy formulation in organizations, the human resource practices and making the work environment liveable for the youth professionals. The organizations would need to understand reasons and factors that make the young employee leave, and must also, create favourable conditions, for the organization to outlive in future. Thus, organizations need to investigate organizational, individual, and contextual factors in order to develop a culture that attracts, engages and retains young staff, which will provide them with a talent pipeline to foster innovation and growth.92enKeywords: Employee TurnoverEmploymentImpactYoung EmployeesThesis