2025 ASEE Annual Conference & Exposition

Organizations face several challenges to retain skilled talent due to the unpredictable job market and the rising of Gen Z employees. Studies reveal that this generation, born in or after 2000, is likely to change at least ten to fifteen jobs throughout their careers and tends to stay at a single job for less than three years on average. Then, highlighting the importance of understanding the factors that influence job retention among Gen Z, particularly within the context of international STEM graduates who is crucial in addressing workforce shortages in the U.S. While existing literature has explored general trends in Gen Z employment behaviors, there is limited research focusing on international graduate students in STEM fields, especially those from Asia and India, who contribute significantly to the U.S. economy. Gen Z face several barriers in finding jobs that align with their skills and aspirations. However, their specific employment preferences and retention factors remain underexplored. This study investigates the employment priorities of international graduate students from a U.S. regional university in the Midwest, focusing on factors that will keep them in or chase them from an organization. The study seeks to provide insights into what motivates these individuals to remain employed at a single workplace for over three years or to leave within the first year. The research utilized survey responses from two cohorts of international graduate students, collected in Fall 2023 (Cohort 1) and Spring 2024 (Cohort 2). A total of 50 participants (25 from each cohort) completed questionnaires addressing two key topics: (a) factors that would encourage them to stay with the same organization for more than three years, and (b) factors that would lead them to leave within one year of employment. The findings reveal that international graduates in the U.S. list factors such as salary increase, positive relationships with colleagues, and a supportive work environment when considering long-term employment. Conversely, dissatisfaction with these elements often drives early job transitions. The study highlights actionable insights for organizations aiming to retain international Gen Z STEM talent. By addressing the unique preferences and challenges faced by this demographic, employers can create strategies that not only improve retention rates but also foster a more inclusive and sustainable workforce.