Author : Carla Patalano
Publisher : ProQuest
Page : 167 pages
File Size : 20,88 MB
Release : 2000
Category :
ISBN : 9780549463979
Author : Eileen K. Adams
Publisher :
Page : 106 pages
File Size : 30,56 MB
Release : 2006
Category : Employee loyalty
ISBN : 9781109831047
The federal government faces a crisis in human capital because of downsizing, retirement of a large percentage of employees, conflicts in values between employees of different generational groups, and lack of strategic planning for acquiring and retaining qualified employees. A major component of this crisis is decreased loyalty and organizational commitment of federal employees. The purpose of this study was to determine the level of organizational commitment of civilian federal employees at a government military facility. Two null hypotheses were formulated: (a) There is no statistically significant difference in organizational commitment among generational groups of civilian employees in a military workforce. (b) There is no statistically significant difference between employees with and without military experience. The four generational groups were defined as Veterans (born before 1943), Baby Boomers (born 1943-1960), Generation Xers (born 1960-1980), and Generation Nexters (born 1980-2000). Military service was defined as any service from one or more enlistments to a military career. A total of 120 employees of the Fort Monmouth, New Jersey, branch of the Department of Defense were emailed a survey packet consisting of an introductory letter and an instrument comprised of a demographic component and the Three Component Model of Employee Commitment Survey. This was an 18-item survey measuring various aspects of commitment. Data were analyzed by frequency statistics and ANOVA. Results showed that Baby Boomers comprised the highest percentage, 71.6%, and that more than the majority had no military experience, 67.5. Hypothesis testing resulted in failure to reject the first null hypothesis: there were no significant differences among generational groups with regard to organizational commitment. However, the second null hypothesis was rejected: there were significant differences between employees with and without military experience with regard to organizational commitment. The first hypothesis results were surprising, since generally Veterans and Baby Boomers have greater organizational loyalty. The second hypothesis results were as anticipated, since employees with military service generally have greater organizational loyalty. Suggestions were made for enhancement of organizational commitment by government managers, and further research was recommended, especially with larger samples of more equally matched civilian government employees.
Author : David O'Donnell
Publisher : Academic Conferences Limited
Page : 701 pages
File Size : 16,91 MB
Release : 2010-06-17
Category : Political Science
ISBN : 1906638624
Author : Emma Parry
Publisher : Routledge
Page : 239 pages
File Size : 43,27 MB
Release : 2017-09-29
Category : Business & Economics
ISBN : 1351224166
Over the past decade much attention has been paid to the apparent differences in consumption preferences or workplace attitudes and behaviours across generations. Within Western economies such as the USA, UK and Australia, it is commonly assumed that that there are now four generations in the workplace, namely Veterans (born 1925-1942), Baby Boomers (1943-1960), Generation X (1961-1981) and Generation Y (1982- 2000) The concept of generational differences at work is one that has recently been adopted by practitioners as a basis on which to design human resource management and career management practices. However, there has been some concern in academic circles about the validity of the notion of generations and the evidence base that supports it. There is therefore a need for new perspectives and methodological approaches to investigating generational differences at work in order to establish the validity and value of generations as an axis of diversity. Generational Diversity at Work: New Research Perspectives will address this need by presenting and discussing research into generational diversity that adopts a range of new theoretical perspectives or methodological approaches. This book is designed as a first step in addressing the need to critically examine the theoretical and empirical basis for generational differences and to provide some new empirical data in this area.
Author : Sheila V. McGuinness
Publisher :
Page : 170 pages
File Size : 48,13 MB
Release : 1999
Category : Employee loyalty
ISBN :
Author : Gurubatham, Mohan Raj
Publisher : IGI Global
Page : 325 pages
File Size : 40,37 MB
Release : 2020-07-31
Category : Education
ISBN : 1799855163
The allocation of resources in international universities to adopt and institutionalize solutions must be prioritized above obsolete or wasteful practices. Changing economic and social cultures necessitate new and advancing educational strategies for the promotion of graduate student success. Advancing Innovation and Sustainable Outcomes in International Graduate Education is a critical scholarly resource that examines the impact of such drivers as technology and the Fourth Industrial Revolution and the need for a new approach to learning that directly impacts the teaching-learning process. Among the drivers that the book examines are the need for higher order and critical thinking, the need for developing cognitive and emotional intelligence with fluid intelligence enabling broad interdisciplinary thinking and wisdom, and the shifting values of millennials concerning the need for new approaches to education and attitudes to work. Underpinning the theme and chapters of this book is the need for ecosystemic thinking for sustainability framed from consciousness-based education. Featuring a wide range of topics such as data analytics, emotional intelligence, and workplace innovation, this book is ideal for educators, researchers, policymakers, curriculum designers, administrators, managers, academicians, and students.
Author :
Publisher :
Page : 498 pages
File Size : 47,25 MB
Release : 2009-08
Category : Dissertations, Academic
ISBN :
Author : National Academies of Sciences, Engineering, and Medicine
Publisher : National Academies Press
Page : 177 pages
File Size : 44,79 MB
Release : 2020-11-21
Category : Business & Economics
ISBN : 0309677327
Headlines frequently appear that purport to highlight the differences among workers of different generations and explain how employers can manage the wants and needs of each generation. But is each new generation really that different from previous ones? Are there fundamental differences among generations that impact how they act and interact in the workplace? Or are the perceived differences among generations simply an indicator of age-related differences between older and younger workers or a reflection of all people adapting to a changing workplace? Are Generational Categories Meaningful Distinctions for Workforce Management? reviews the state and rigor of the empirical work related to generations and assesses whether generational categories are meaningful in tackling workforce management problems. This report makes recommendations for directions for future research and improvements to employment practices.
Author :
Publisher : International Transaction Journal of Engineering, Management, & Applied Sciences & Technologies
Page : pages
File Size : 32,82 MB
Release :
Category : Technology & Engineering
ISBN :
International Transaction Journal of Engineering, Management, & Applied Sciences & Technologies publishes a wide spectrum of research and technical articles as well as reviews, experiments, experiences, modelings, simulations, designs, and innovations from engineering, sciences, life sciences, and related disciplines as well as interdisciplinary/cross-disciplinary/multidisciplinary subjects. Original work is required. Article submitted must not be under consideration of other publishers for publications.
Author : Adam C. Mahoney
Publisher :
Page : 74 pages
File Size : 19,89 MB
Release : 2015
Category : Employees
ISBN :
This study compared the relationship between organizational commitment (OC) and employee development between Generation X and Generation Y employees. More specifically, this study addressed affective organizational commitment, continuance organizational commitment, and normative organizational commitment. Substantial research has indicated that Generation Y employees are generally less affectively committed to their employers than previous generations. Research has shown that employee professional development increases overall job satisfaction and reduces turnover. It was hypothesized that Generation Y employees would generally show lower levels of each OC component than more senior, Generation X, employees. It was also hypothesized that the difference in OC between Generation X and Y would be neutralized when sufficient professional developmental opportunities were offered. Participants, solicited through several social networking sites, were asked to complete a survey to assess their attitudes toward OC and professional development opportunities. Results partially supported the hypotheses. Generation Y participants had lower continuance commitment than Generation X participants, but no significant differences were found in the other two OC components. Moreover, professional development had a stronger positive relationship with affective and normative commitment for Generation X than Generation Y employees. Thus, Generation X employees who found professional development to be important had greater affective and normative commitment than Generation Y employees. Study limitations and implications for the workplace are discussed.
