42 top five opportunities. For workplace factor (5) WorkLife Balance, the highest value and greatest difference was reasonable workload and then reasonable emotional demands. For workplace factor (1) Purpose/Recognition, the greatest difference was adequate fair/pay followed by the highest valued item of respect by the community. RQ3 Secondary teachers provided their demographic data of certification route, years in teaching, and birth year which was tied to a generational cohort. Participants also shared their plans to remain in teaching in the next 3 years on a numerical scale of 1 (Absolutely will leave) to 7 (Absolutely will stay), with the average response of 5.42. A multiple regression analysis revealed that when all three demographic variables were considered together, they were significant predictors of teachers leaving within 3 years. The only individual predictor of turnover in the next 3 years was years in teaching, with the greater the number of years served, the more likely for the teacher to leave. Generational cohort and certification route, when considered individually, did not predict turnover in the next 3 years. According to the current study results, the Kimberly Sue Kossel Coppens, EdD Table 3 Implications Regarding Generational Cohort Topic Research says Current study results Millennials in the workplace Largest generation today; 75% of workforce by 2025 (Economy, 2019; Fry, 2018; Zamarro et al., 2021) 51% of participants were Millennials; District needs to look at Millennials’ needs Millennials’ workplace needs Generational Cohort Theory claims different needs between generations (Inglehart, 1977; Lovely & Buffum, 2017); Conflicting research says differences are more perceived than actual (Lester et al., 2012; Mencl & Lester, 2014) No significant differences between generations, except Baby Boomers and Millennials on Development; Teacher turnover problem is NOT a new one to solve to retain Millennials; Secondary teachers, regardless of age, have similar workplace values Teachers’ value of Workplace Relationships Generational Cohort Theory claims differences with Baby Boomers as cooperative; Generation X as independent; and, Millennials as needing meaningful workplace relationships (Lovely & Buffum, 2017) No significant difference between generations on Workplace Relationships; All generations desire meaningful relationships Mobility Millennials are most transient generation in perpetual search for jobs that meet their needs (Deloitte, 2016; Gallup, 2016). Generational cohort was NOT a significant predictor of plans to remain in teaching in the next 3 years Schedule flexibility Millennials’ desire flexibility (Deloitte, 2016; Gallup, 2016). Flexible Schedule had third greatest significant difference between value and perceive presence on an individual item in (5) Work-Life Balance
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