The generational “exchange” rate: How generations convert career development satisfaction into organisational commitment or neglect of work

Benson, John; Brown, Michelle; Glennie, Miriam; O’Donnell, Michael; O’Keefe, Peter

doi:10.1111/1748-8583.12198

Cited by 15 publications

(16 citation statements)

References 80 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…We would argue that whether such effects are due to period or cohort influences does matter for the enactment of policies, within organizations and beyond. For example, organizations that have been advised to cater their human resources policies and practices to certain generations (e.g., Benson et al, 2018) might well be wasting valuable resources if it turns out that what younger employees want (i.e., an assumed cohort effect) is also in fact what all employees want (i.e., a period effect).…”

Section: Discussionmentioning

confidence: 99%

Cross-Temporal Meta-Analysis: A Conceptual and Empirical Critique

et al. 2019

View full text Add to dashboard Cite

The proper estimation of age, period, and cohort (APC) effects is a pervasive concern for the study of a variety of psychological and social phenomena, inside and outside of organizations. One analytic technique that has been used to estimate APC effects is cross-temporal metaanalysis (CTMA). While CTMA has some appealing qualities (e.g., ease of interpretability), it has also been criticized on theoretical and methodological grounds. Furthermore, CTMA makes strong assumptions about the nature and operation of cohort effects relative to age and period effects that have not been empirically tested. Accordingly, the goal of this paper was to explore CTMA, its history, and these assumptions. Using a Monte Carlo study, we demonstrate that in many cases, cohort effects are misestimated (i.e., systematically over-or underestimated) by CTMA. This work provides further evidence that APC effects pose intractable problems for research questions where APC effects are of interest.

show abstract

Section: Discussionmentioning

confidence: 99%

Cross-Temporal Meta-Analysis: A Conceptual and Empirical Critique

et al. 2019

View full text Add to dashboard Cite

show abstract

“…These attitudes are important not least because of increased recognition of inter‐generational working. Existing research tends to consider differences across cohorts—like Benson, Brown, Glennie, O'Donnell and O'Keefe's (2018) exploration of careers and Smith, Duxbury and Halinskie (2019) on trade union membership—rather than considering how to create a working environment where cohorts work effectively together, as is needed here.…”

Section: Menopause and The Workplace: Gaps And Implications For Hrm Rmentioning

confidence: 99%

Menopause and the workplace: New directions in HRM research and HR practice

Atkinson

Beck

Brewis

et al. 2020

Human Res Mgmt Journal

View full text Add to dashboard Cite

This paper offers two key arguments. The first is that HRM scholars and HR practitioners need to pay a good deal more attention to the bi‐directional relationship between menopause and the workplace—how menopausal symptoms can affect women's experience of work and how work can exacerbate a woman's symptoms. We outline the social responsibility, demographic, legal and business cases which explain the urgency of more research and more concerted practice in this area. Our second argument concerns the importance of future research and practice adopting an intersectional political economy approach, in order to better understand the considerable differences between how women going through menopause transition experience work. Here, we offer arguments ranging from the macro‐ through the meso‐ down to the micro‐level of these differences, in so doing setting an agenda for the work to come on this very significant issue.

show abstract

“…Pugh, 2016), and career development (e.g. Benson et al , 2018) will influence employee referral intention. Thus, the senior management rating, compensation and benefits rating, work-life balance rating, and career opportunities rating in the reviews were included in control variables.…”

Section: Methodsmentioning

confidence: 99%

The moderating effect of organizational culture type on the relationship between cultural satisfaction and employee referral intention: mining employee reviews on glassdoor.com

Seo

Lee

2021

JOCM

View full text Add to dashboard Cite

PurposeThis paper explores how organizational culture type and cultural satisfaction are associated with employee referral intention.Design/methodology/approachA total of 1,789 online reviews on glassdoor.com of nine companies from the three industries were collected. Applying directed content analysis based on the competing values framework (CVF) to identify the organizational culture type that employees perceived, the authors conducted a hierarchical logistic regression analysis to test the proposed hypotheses.FindingsCultural satisfaction significantly increased the probability of employee referral intention. However, the moderating effect of organizational culture type on the relationship between cultural satisfaction and employee referral intention was not statistically significant.Research limitations/implicationsDirect content analysis is beneficial for capturing the dominant organizational culture type that employees perceive through online reviews created by employees. However, this method prevents this study from fully enjoying the benefits of big data even though this study collected data from a big data source.Practical implicationsThe authors’ findings imply that cultural satisfaction plays a more important role in organizational outcomes than culture type itself. Thus, when managers and practitioners plan to change culture, they need to establish organizational culture aligned with organizational strategies and consider how to increase cultural satisfaction.Originality/valueMany organizational culture studies have usually focused on exploring organizational culture type to impact organizational outcomes considering culture perception as cultural satisfaction. This study created empirical evidence of the role of cultural satisfaction in organizational outcomes such as employee referral intention by exploring the interaction effect of organizational culture type and cultural satisfaction.

show abstract

The generational “exchange” rate: How generations convert career development satisfaction into organisational commitment or neglect of work

Cited by 15 publications

References 80 publications

Cross-Temporal Meta-Analysis: A Conceptual and Empirical Critique

Cross-Temporal Meta-Analysis: A Conceptual and Empirical Critique

Menopause and the workplace: New directions in HRM research and HR practice

The moderating effect of organizational culture type on the relationship between cultural satisfaction and employee referral intention: mining employee reviews on glassdoor.com

Contact Info

Product

Resources

About