Keeping Millennials in the Public Sector: Comparing Turnover Intentions of Millennial and Older Generation Civil Servants.

This article investigates how perceptions of individual- and organization-level work environments relate to turnover intentions among millennial and older generation civil servants, based on a 2021 survey of South Korean government employees. The study finds that perceived pay competitiveness, task meaningfulness, and an innovative organizational culture are more strongly associated with turnover intentions among millennials than older cohorts, suggesting that retention strategies for millennial civil servants should differ from traditional approaches. Other factors such as role ambiguity, job autonomy, and procedural justice showed less or no differential impact between generations. The findings highlight the importance of competitive compensation, meaningful work, and fostering innovation through ethical leadership and institutional support to better retain millennial employees in the public sector.