Abstract
This research used an anonymous survey to study the current organisational issue of high staff turnover rates with young employees. The survey gathered information on intention to leave, desired remuneration package, personal commitment level (hereafter referred to as personal obligations) and the employees' commitment level to their organisation (hereafter referred to as organisational commitment). Responses were received from 127 employees covering a variety of ages from eight companies in the information technology and industries in Dunedin, New Zealand. Previous studies have found a correlation between low organisational commitment and high intent to leave (Morrow & McElroy, 1987). Literature on the issue of employee age shows a correlation of young employees having lower levels of organisational commitment (Finegold, Mohrman & Spreitzer, 2000). Drawing these issues together, this research carries out an age comparison of organisational commitment and desired remuneration/reward packages. It investigates whether the rewards currently offered to employees are unsuitable in the new 'world of work' and if altering these available rewards could result in reducing intent to leave the organisation. It concludes with the key remuneration features as shown by participants at different life stages to aid organisations in their efforts of retaining these young employees who are currently exhibiting the highest turnover rates.