Managing the Next Generation of Sales, Gen Z/Millennial Cusp: An Exploration of Grit, Entrepreneurship, and Loyalty

Rodríguez, Michael; Boyer, Stefanie L.; Fleming, David; Cohen, Scott

doi:10.1080/1051712x.2019.1565136

Cited by 69 publications

(41 citation statements)

References 30 publications

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“…The employers will have to consider the interests and needs of Generation Z beyond financial compensation such as open communication, fair action, and flexibility in employment or social responsibility. Employees of this generational group also appreciate mentoring [61]. They like a feeling of freedom when possible, but they also appreciate the willingness to provide guidance [62].…”

Section: Theoretical Background and Hypothesesmentioning

confidence: 99%

Perceived Organizational Performance in Recruiting and Retaining Employees with Respect to Different Generational Groups of Employees and Sustainable Human Resource Management

Babeľová¹,

Stareček²,

Koltnerová³

et al. 2020

Sustainability

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Organizational performance is considered as the essence of an industrial enterprises’ existence. However, in terms of performance, it is important not only to achieve results, but also maintain and develop the potential of an enterprise. When assessing performance, industrial management often omits the organizational success in managing human resources and developing human resources potential. The main aim of this paper is to present the research results focused on perceived organizational performance in recruiting and retaining employees with respect to different generations of employees in industrial enterprises. For the purposes of the analysis, the authors of the paper have designed a valid and reliable collection tool (research questionnaire). The research sample consisted of N = 1471 respondents, employees of industrial enterprises in the Slovak Republic. The research result shows that different generations of employees perceive differently selected issues of organizational performance. Testing the first research hypothesis has proved that there is a significant difference between employees from different generational groups in the perception of relationships among employees. The testing of the second research hypothesis confirmed that there is a statistically significant relationship between selected issues of perceived organizational performance.

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Section: Theoretical Background and Hypothesesmentioning

confidence: 99%

Perceived Organizational Performance in Recruiting and Retaining Employees with Respect to Different Generational Groups of Employees and Sustainable Human Resource Management

Babeľová¹,

Stareček²,

Koltnerová³

et al. 2020

Sustainability

View full text Add to dashboard Cite

show abstract

“…The general business management problem that I addressed in this study is that there is an issue identifying, acquiring, and retaining top sales talent in sales organizations. (Rodriguez et al, 2019). A moderate level of support from the manager increased performance and generated positive results.…”

Section: Introductionmentioning

confidence: 98%

The Perception of Entrepreneurship Managers and Impact on the Leadership Style in the United States With the Modern Natural Language Processing Analysis

2021

JMPP

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The perception of entrepreneurship managers plays crucial roles in the leadership style all managers. However, the managers may confront challenges when attempting to provide sufficient support for all their employees. The current study implemented a case study approach involving the modern natural language processing analysis to investigate the perception of entrepreneurship managers and impact on the leadership style in the United States. The result that texts mining improves model performance in predicting the best perceptions leadership strategies targeted at increasing understanding of the emotional intelligence to influence employee's engagement. In the current study, essential keywords were identified from the unstructured text data, which were revealed as strong predictors in the data mining process, and also supported meaningful analysis. The study contributes to the literature through its successful use of a modern natural language processing model to derive important perspectives and opinions related to the improvement of managers performance, thus constituting a new and innovative approach to business leadership research.

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“…Moreover, the employees' mental health and workload are becoming uncertain in the midst of pandemic due to the governmental policies on lockdown, quarantine, work-from-home, downsizing, or limited business hours [10], [11]. With an exception of the Americans, millennial workers around the world were known to be entrepreneurial, less committed to the organizations they work for, and therefore developed higher turnover intention since when they were newly recruited [12], [13]. The same studies also reported that younger millennial employees tend to be less resilient and vulnerable to burnout, job stress, and other mental health problems, which eventually lead to their turnover intention.…”

Section: Introductionmentioning

confidence: 99%

Keeping millennials from quitting due to work stress: The roles of mattering, commitment and entrepreneurship orientation

Prihadi

Chang

Goo

2021

IJPHS

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Studies in pre-pandemic era had established that millennial workers tend to leave their job due to low organizational commitment or strong entrepreneurial orientation; however, the pandemic had brought down economy due to lockdowns, work stress and mental health instability, limitation of business hours, working from home policy, downsizing of companies, and many other changes. This situation might contribute to a novel situation among millennial employees and their turnover intention might be developed differently. Because mattering has protective feature against work stress and depression, we hypothesized that their it will negatively contribute to their turnover intention, and this contribution is mediated by the organizational commitment. Furthermore, we also hypothesized that this phenomenon would only occur in the condition of lower levels of entrepreneurial orientation. Data was collected from 354 purposively recruited millennial employees who responded to the scales of mattering, organizational commitment, entrepreneurial orientation and turnover intention through online surveys Analyses were conducted with Bootstrap Method in PROCESS Macro Model 10. The findings indicated that the moderated mediation occurred; organizational commitment fully mediated the link between mattering and turnover intention among participants with moderate and high levels of entrepreneurial orientation.

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Managing the Next Generation of Sales, Gen Z/Millennial Cusp: An Exploration of Grit, Entrepreneurship, and Loyalty

Cited by 69 publications

References 30 publications

Perceived Organizational Performance in Recruiting and Retaining Employees with Respect to Different Generational Groups of Employees and Sustainable Human Resource Management

Perceived Organizational Performance in Recruiting and Retaining Employees with Respect to Different Generational Groups of Employees and Sustainable Human Resource Management

The Perception of Entrepreneurship Managers and Impact on the Leadership Style in the United States With the Modern Natural Language Processing Analysis

Keeping millennials from quitting due to work stress: The roles of mattering, commitment and entrepreneurship orientation

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