The Relationship Between Work Engagement of Different Generations and Mobile Learning

Abstract

As regards work engagement, different generations are affected by different factors. The aim of this paper is to determine whether there is a relationship between work engagement and mobile learning and whether there are significant variances between work engagement and mobile learning among different generational cohorts. Methods: Quantitative research was performed using “Individual Innovativeness Scale” developed by Hurt, Joseph and Cook (1977) and “The Mobile Learning Scale (MBC)”, formed by Fatima, Ghandforoush, Khan and Masico (2017), applying the Technology Acceptance Model (TAM). The research included 231 representatives of different generations working in the organisations which used mobile learning in workplace and employed representatives of all four generations in Lithuania, EU. For statistical analysis two-way ANOVA was used, followed by post hoc pairwise comparisons (Bonferroni correction). Findings: There are significant differences in work engagement by different generations and mobile learning. Vigor, dedication and absorption were significantly affected by generation and by mobile learning. Conclusions: Generation X and Generation Y are more engaged in the workplace than Generation Z. Generation Z is more prone to using mobile learning in the workplace than Generation X and Generation Y; in comparison to other generations, the Baby Boomers are least prone to using mobile learning in the workplace. Recommendation: A focus on Generation Z mobile learning in the workplace would increase their work engagement.

Effort expectancy mediate the relationship between instructors’ digital competence and their work engagement: evidence from universities in China

“…The results indicated that there was a significant relationship between effort expectancy and work engagement, which supported the second research hypothesis. This finding is consistent with many prior studies (Statnickė et al, 2019;Abd Latib et al, 2014;Shodipe & Ohanu, 2021), among which some directly explored the relationship between effort expectancy and work engagement. For instance, Abd Latib et al, (2014) found that higher perceived ease of use of using Facebook result in higher work engagement among the academic staff.…”

“…On the one hand, some studies (e.g., He & Li 2019 ; Mohammadyari & Singh, 2015 ; Nikou & Aavakare, 2021 ) have suggested that individuals with high levels of digital competence may expect to put in less effort while using digital technology for teaching and learning activities. On the other hand, some other studies (e.g., Statnickė et al, 2019 ; Shodipe & Ohanu, 2021 ; Abd Latib et al, 2014 ) have shown that there is a relationship between work engagement and digital competence as well as effort expectancy.…”

“…Shodipe & Ohanu ( 2021 ) found that the perceived ease of use of electrical/electronic technology to teachers shows a positive correlation to teachers’ use of mobile learning in actuality. In terms of the effect of EE on work engagement, prior research (Statnickė et al, 2019 ), found that EE was a significant predictive factor of work engagement of mobile learning.…”

What Rasch Model Tells About Intergenerational Ambidextrous Behavior Among Knowledge Workers

“…Numerous generations are actively working in today's labor market: Generation X, Generation Y, and Generation Z are steadily entering the labor market. Many scholars agree that age differences influence organizational performance [19]. Nowadays, most generation X workers are nearing retirement, while generation Y is the dominating workforce in enterprises.…”

“…According to the researchers, improved learning will occur in organizations that facilitate targeted socialization. It responds to new preferences and trends in development programs while leveraging multiple approaches such as informal/individualized initiatives (such as on-the-job education, mentorship programs) and embraces various types of volunteering activities [19,22].…”