Differences on self-perception of organizational pride and loyalty in Millennial & Generation X, considering gender and seniority variables

Abstract

Abstract:The research objective is to compare the differences in self-perception of organizational pride and loyalty between millennials and generation x, considering the variables of gender and seniority. The reason for this study is the importance of millennials' influence in the business sector, and the effect it is having in terms of turnover toward companies.The study was conducted on 432 employees working in a cluster of companies located in northeastern Mexico. For statistical purposes, an analysis of variance (ANOVA) was performed on the different groups compared. Based on the findings, there is a generational difference in terms of organizational loyalty between male millennials and generation x males, when both have recently joined their respective organizations. The differences withdraw when both groups have stayed more than 3 years at their organization. On the other hand, there are no variances between millennial men and millennial women, independently if they just arrived to the organization or have more than 3 years tenure working for their company. This reaffirms the existing similarities amongst millennials, specifically in the way this generation thinks about organizational culture, where there is no gender distinction. JEL Classifications: M51, M54

How to Build Pride in the Workplace?

“…For each concept, a set of indicators were selected from the literature that were later on reduced based on the results obtained. Pride was defined by six indicators such as "I am proud to say that I work for this organization" (Arredondo Trapero et al 2017;Welander et al 2017) or "I feel that my contribution is making a difference in the organization" (Masterson et al 2017). Commitment was measured with five indicators that asked about willingness to go to work, how long a person wants to keep working for the organization or about the meaning of the job done (Allen and Meyes 1990;Kraemer et al 2020;Schaufeli et al 2006).…”

Digital generation representatives of various professional success levels: psychological features

“…Modern researchers are interested not just in studying a professional group, but in considering it within the context of belonging to a particular generation [13]. Digital generation is of special interest in scientific knowledge [14][15]. In this regard, our research allows to expand the psychological characteristics of the digital generation, whose representatives make up the majority of employees in one of the leading sectors of the economy -the banking sector.…”

Job Hopping among Millennial Journalists: Sharing Malaysian Experiences

“…This is important because the workforce is experiencing dramatic changes with the presence of millennials whose characteristics are different from previous generations (Twenge 2010;Twenge & Campbell 2008), and as the largest generation in the world population growth trend (Savaneviciene et al, 2019). Millennials become the backbone of organizations to face the challenges of a dynamic business environment (Trapero et al, 2017). This generation has different expectations in life and work that lead to differences in terms of perceived values, personality, attitudes and demands in the workplace (Lyons & Kuron, 2014).…”