Abstract
Purpose. This study examines the issue of work centrality and turnover intention among the millennial workforce. Theoretical Framework. Strauss and Howe's (1991) Generation theory along with Blau's work with Social Exchange Theory (1964) served as the framework for this study. This study investigated the relationship between work centrality and turnover intention among members of the millennial workforce. Methodology. A 36 question online survey of millennials working within a single nonprofit organization in Southern California was used to examine the relationship of demographic characteristics (age, gender, tenure, and turnover) between work centrality and turnover intention. Data analysis consisted of bivariate analysis. Findings and Conclusions. The study found no statistically significant relationship between work centrality and turnover intention. Additional analysis did not find significant differences between gender, age, tenure or turnover in previous positions with work centrality or turnover intention. Recommendations. Future research should utilize this study as a benchmark for investigating the constellation of determinants associated with turnover intention among millennials in different business sectors or broader populations. Organizations are faced with managing work life balance as gender roles continue to evolve. Future research should consider the relationship of work life balance with work centrality and turnover intention as distinct variables among the millennial generation.