Dorastanie do lojalności. Lojalność wobec organizacji pracowników pokolenia Y

Abstract

The aim of the work is to present the problem of organizational loyalty among representatives of the Y generation, stereotypically perceived as selfish, arrogant and disloyal. Based on the results of three studies (N1 = 336, N2 = 213 and N3 = 118), the level of organizational loyalty in three age groups was compared (younger and older representatives of Generation Y and employees from generation X). There was also analyzed the relationship between loyalty and job satisfaction, and between loyalty, and organizational justice. The obtained results allow to state that loyalty is moderately related to organizational factors (satisfaction, perceived justice) and that a similar pattern of dependence occurs in all distinguished age categories. The results show that loyalty grows with age, and employees by the age of 30 have significantly lower level of loyalty to the organization compared to employees from their parents’ generation.

Sustainable Loyalty of Employees in Poland as a Result of the COVID-19 Pandemic

“…It is assumed that these will be people who represent the view that employees in a pandemic should make the maximum effort for the company, even if they do not receive any remuneration for it. Loyalty includes a tendency to make sacrifices [12] (p. 189), therefore, distinguishing the super loyal employees is legitimate.…”

“…Young employees usually have the lowest level of loyalty [12] (p. 164): "This results show that loyalty grows with age and employees by the age of 30 have significantly lower level of loyalty to the organization compared to employees from their parents' generation" [12] (p. 151). However, employee loyalty cannot only be associated with the values and attitudes of the younger generation [13,14].…”