Assistant Professor and Program Coordinator University of Houston
Abstract: The Great Resignation refers to the time period in which COVID-19 appears to have spurred voluntary turnover rates to the highest they have been in 20 years. We hypothesized the increased turnover is a result of changing priorities among workforce participants. Using Kaleidoscope Career Model (KCM) as a framework for studying the differences in priorities among genders and age groups, we also investigated potential relationships between priorities, changes in employment during the pandemic, and future turnover intentions. The study goals were to: (1) illustrate the relative priorities of Authenticity, Balance, and Challenge (ABC) among men and women across the career span, and (2) investigate the relationships between ABC and turnover during the COVID-19 pandemic. Quantitative data were collected using an online survey of a diverse sample of workers in the United States. Descriptive statistics, ANOVA, and multiple regression analyses were used to test hypotheses. Significant differences in ABC were not found between genders but were evident between age groups. Respondents who had been laid off during the pandemic reported significantly higher turnover intentions than those who were still employed in the same job. Authenticity was the strongest predictor of turnover intentions. Our results contradict previous research findings and show evidence of changing priorities within the workforce, which are important for organizations to support employee retention. These findings can influence HRD practices and policies to support employee retention and reduce turnover. This study contributes new insights into understanding the predictors of turnover intentions during the Great Resignation.
