Abstract
Purpose. The purpose of this study was to identify and describe the leadership behaviors millennial generation workers perceive as important to job satisfaction and retention. In addition, it was the purpose of this study to identify motivators and hygiene factors millennial workers perceive as supporting job retention and satisfaction (Herzberg et al., 1959). It was also the purpose of this study to identify workplace factors important to millennial generation workers leaving their current position. Methodology. The subjects in the study were 115 millennial employees of four businesses in the Santa Clarita Valley. Subjects responded to two research instruments: (a) an 11-question survey focusing on Herzberg's motivators and hygiene factors, including demographic information, and (b) an interview utilizing 12 semi-structured interview questions gaining depth to the motivators and hygiene factors from the survey. Findings. Examination of quantitative and qualitative data from the 115 millennials found the millennials prefer to work in organizations that contribute to the community or world, are doing meaningful work, provide adequate pay, offer professional development opportunities, and allow for a work/life balance. Millennials also seek supervisors who are competent, lead by example, show respect, consider the moral and ethical implications of decisions, and do not micromanage. Conclusions. The literature and study data support the conclusion that millennial workers seek organizations with a strong moral and ethical foundation, seek respect from their supervisors, do not want to be micromanaged, want meaningful work, adequate pay, and professional growth, and a balance between their work and personal life. Recommendations. Organizations and supervisors who want to motivate and retain millennial employees must provide a work environment based on moral and ethical standards, respect, provide adequate pay, offer professional development activities, and provide for a balance between work and personal life.