Research conclusion

This section primarily depicts the current situation relevant to the correlation between work value, job engagement and turnover intention targeting the millennial generation employees by taking 85℃, a Taiwanese coffee brand company as research example. By integrating the discovery in the connection with submitted hypotheses, several conclusion could be induced as following:

1. H1: Work value has negative correlation to turnover intention in terms of millennial employees working in 85℃organization under the present circumstance in service industry.

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In the sense of statistics, variables of work value and turnover intention drawn in Pearson correlation coefficient test are proved to be in a positive correlation. However, the Pearson correlation R-value is estimated at the score of -0.198 (> -0.05) and the P-value of 0.286, which indicates the modestly correlated variables are lacking substantial proof in order to support the proposed hypothesis. Therefore, the possibility of considering as a null hypothesis could not be prevented. In short of viewing Pearson test, the hypothesis work value corresponded with this young group of people increases, the less turnover intention they will obtain is reported lacking of significance.

Besides, the paired t-test concludes the hypothesis as significantly related between work value and turnover intention. Although the calculated significance P-value is 0.286 (>0.05) in the sense correlation, the significance P-value in t-test is rated at the value of 0.00 (<0.05, <0.001) and the T-value is calculated 23.00 which further reports the highly significance between work value and turnover intention through paired t-test in terms of millennial employees.

2. H2: Personal attribute of gender of millennials has negative relationship to turnover intention.

In the Pearson’s correlation coefficient test, variables of gender has been calculated at the value of -0.423 which apparently indicates that the correlation stays at negative relationship. Thus, the significance P-value is estimated at the value of 0.018 (<0.05) which truly offers the strong evidence for supporting the second hypothesis proposed.

Employees belong to female group have higher possibility of obtaining lower turnover intention compare to the male millennials. This conclusion could also be attributed to the literature review conducted in chapter two, which the references contained in terms of gender provide strong correspondence. For example, females are prone to seek

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stability, security, independent when dealing with occupation. On the other hand, males inclines to explore better position, salary, welfare in terms of occupation and furthermore, they eager to achieve personal sense of satisfaction, which also represents the fulfillment of ideality.

In addition, data results once again shown the significance of the correlation between gender and turnover intention which the P-value is also estimated at the score of 0.018 (<0.05) in correlation. Moreover, the significance P-value in t-test is computed 0.00 (<0.05; <0.001) which the value strongly support the hypothesis with highly recognized significance.

3. H3: Personal attribute of educational level of millennial has positive impact on turnover intention.

In the test of Pearson’s correlation coefficient, independent variable of educational level and dependent variable of turnover intention are put on the debate.

The result is reported that the Pearson’s R-value is positive 0.585, which the significance P-value is evident with high significance with value calculated at 0.01 (<0.05). To simply explain the third hypothesis, the higher educational level millennial employees in 85℃obtain, the higher turnover intention would be produced. Therefore, this conclusion indicates the phenomenon of millennial generation are prone to seek part-time occupation while experiencing on the path of studying which the statement made could be clearly seen and coherent from the collected data through quantitative questionnaire considering the personal attribute of gender. What is more, by the time they receive

By means of Paired sample t-test, the correlation in this analysis is also calculated

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as significantly proved value of 0.001 (<0.05). Moreover, the significance P-value in the t-test is as well estimated at the value of 0.00 (<0.05; <0.001). With both successful results viewed under the analysis of Paired sample t-test, we could conclude that the correlation between both variables are proved significant.

4. H4: Personal attributes of age, gender and educational level, work value, have significance correlation to turnover intention.

Under the last analysis of multiple regression, most of the aspects involved in the discussion are resulted insignificant. For instance, independent variables of work value, job engagement, gender and age are reported to be insignificantly connected to turnover intention. Besides, variable of educational level is tested to be the only significantly correlation with turnover intention.

On the aspect of relationship between work value and turnover, the data result is proved to be unable to deny null hypothesis, which depicts the more positive work value gained by millennial employees in 85℃coffee shops, the higher turnover intention they would produce. In the general sense, when an employee is able to obtain positive work value, the lower of their intention of leaving or resigning the job would have which the correlation should be negatively connected. Nevertheless, by combining the statement of results together in terms of the millennial generation, we could conclude that the unstable, yet ideal-achieving type of characteristics of millennials have play negative impact to the younger applicants’ mindset in terms of work value compared to the work value held by older generation. In present state, the more negative work value gain by this group of young workers, the higher their turnover intention and this interesting issue has becoming a common phenomenon in specifically service industries. Due to the high flow of labor turnover rate, more and more stores relating to service territory

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have been struggling to survive in this competitive market, let alone to compete against competitors. In conclusion, the analysis used to debate this hypothesis remain successful. The more negative of work value millennial workers in 85℃organization gain, the higher turnover intention would be produced.

In addition, the control variable job engagement displaying as mediating factor between the relationship of work value and turnover intention has the B-value of -0.188 and the significance P-value of 0.177 which the negative correlation between job engagement and turnover intention is resulted in not significantly correlated. To narrow the statement down, the assumption of the higher job engagement millennial workers in 85℃organization devote, the lower turnover intention would be produced has high possibility of being a null hypothesis. In general sense, the higher the job engagement is, the lower turnover intention would be created. The cause of this result could be the lacking of samples for better accuracy. Yet, however, this result could be concluded that job engagement is not the only factor to influence turnover intention in terms of employees in millennial generation. By considering other factors like age, inclination characteristics relating to gender, a well-dedicated, performed employees engaging in 85℃coffee shops could also end up in resigning or leaving the company in a short period of time.

When speaking of age, the data results claim that B-value of 1.068 and the significance P-value of 0.333 (>0.05) which indicates the correlation between age and turnover is not significantly proved. Consequently, the assumption of employees working in 85℃get older, their turnover intention become higher cannot be confirmed under multiple regression analysis.

In the respect of gender, the negative correlation between the female gender and

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turnover intention is proved to be insignificant under multiple regression analysis. The P-value remains 0.158 (>0.05). Therefore, when dealing with female and male employees in 85℃coffee shops, the issue of the former has less turnover intention compared to that of the latter cannot be successfully proved due to the outcome from analysis. The main reason for causing this consequence in multiple analysis could be the lacking of samples collecting from questionnaire and what is more, while involving with variables like work value, job engagement, age, educational level as independent factors, the correlation between gender and turnover intention is effectively influenced relating to its significance. Under this statement, we could conclude that female employees engaging in 85℃organization do not significantly have lower turnover intention than that of male employees. Although female does have the characteristics of seeking for stability, independence in terms of occupation, the mindsets female millennials possessed also have the possibility of changing as the environment of society brings out according to the data outcome. When speaking of millennial generation, from pursuing stability on a certain occupation to aiming to achieve dreams as well as ideality could be regarded as the altered value relating to female millennials which also corresponds with the literature references provided in the definition of millennials. By concluding on the discussion between gender and turnover intention, both male and female employees engaging in 85℃ have high turnover intention under current phenomenon of high turnover rate in accordance with statistical results.

However, when dealing with difference between gender groups, we cannot conclude that female employees have higher turnover intention than that of male employees in this statistical analysis.

The variable of educational level is also brought into the analysis of multiple regression where other variables are contained to test the significance. As a result, the

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significance P-value is calculated at 0.004 (<0.05) which is evidently testified to be able to defy null analysis. Yet, when dealing with the changed work value relating to gender, age and so forth, it is concluded that the higher educational level employees received in current employment market especially in service industries, the more instable of staying in a particular occupation would be created. Overall, three of the analysis utilized are all reported to the significantly support the third hypothesis associating with educational level and turnover intention.

By combining all the statistical data results from the research, conclusions could be made as the following points (in terms of test subjects in 85℃):

1. When employees of millennial generation in 85 ℃ coffee shops increase positive work value, the lower of their job intention they would gain.

2. Employees in 85℃organization have high turnover intention in terms of their unique characteristics, which negatively influenced their work values.

3. Employees who received higher educational level in 85℃coffee shops are prone to obtain higher turnover intention which also relating to their characteristics of fulfilling ideality.

4. Millennial generation workers in 85℃have higher turnover intention compared to other generation workers under current economic situation.