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A study of the relationship between ...

Patalano, Carla.

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A study of the relationship between generational group identification and organizational commitment: Generation X vs. Generation Y.

Record Type:	Electronic resources : Monograph/item
Title/Author:	A study of the relationship between generational group identification and organizational commitment: Generation X vs. Generation Y./
Author:	Patalano, Carla.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2008,
Description:	157 p.
Notes:	Source: Dissertations Abstracts International, Volume: 69-12, Section: A.
Contained By:	Dissertations Abstracts International69-12A.
Subject:	Management. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3301306
ISBN:	9780549463979

A study of the relationship between generational group identification and organizational commitment: Generation X vs. Generation Y.
Patalano, Carla.

A study of the relationship between generational group identification and organizational commitment: Generation X vs. Generation Y. - Ann Arbor : ProQuest Dissertations & Theses, 2008 - 157 p.

Source: Dissertations Abstracts International, Volume: 69-12, Section: A.

Thesis (D.B.A.)--Nova Southeastern University, 2008.

It is suggested that each generational group shares a unique set of beliefs, attitudes and values as a result of the powerful influence of historical events and conditions that each person experiences as they mature into adulthood. An unprecedented four generations are now working side by side, prompting companies to recognize that generational differences affect the workplace in terms of turnover, productivity, and employee morale. Identifying and understanding these differences provides business leaders with a framework in which to strategically align Human Resource functions like staffing, training and compensation. This study examines the relationship between identification with a generational group, specifically Gen X or Gen Y, and the level of affective, normative and continuance organizational commitment. Meyer and Allen's (1993) Organization Commitment Scale instrument was administered to a total of 203 (100 Gen X, 103 Gen Y) employees of a large, Internet services company. Demographic data was obtained on the participants' sex, tenure (in the organization, the Internet services industry), educational background, position, employment classification and supervisory responsibilities. Independent t tests were conducted and Pearson product-moment correlations were calculated to determine the relationship between these variables. The findings indicate that there is a significant difference in the levels of organizational commitment between Gen X and Gen Y respondents. Gen X respondents have significantly higher normative organizational commitment scores and significantly higher affective commitment scores than Gen Y respondents. Gen Y respondents have significantly higher continuance commitment scores than did Gen X respondents.

ISBN: 9780549463979Subjects--Topical Terms:

516664
Management.
Subjects--Index Terms:

GenX

A study of the relationship between generational group identification and organizational commitment: Generation X vs. Generation Y.
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520 $a It is suggested that each generational group shares a unique set of beliefs, attitudes and values as a result of the powerful influence of historical events and conditions that each person experiences as they mature into adulthood. An unprecedented four generations are now working side by side, prompting companies to recognize that generational differences affect the workplace in terms of turnover, productivity, and employee morale. Identifying and understanding these differences provides business leaders with a framework in which to strategically align Human Resource functions like staffing, training and compensation. This study examines the relationship between identification with a generational group, specifically Gen X or Gen Y, and the level of affective, normative and continuance organizational commitment. Meyer and Allen's (1993) Organization Commitment Scale instrument was administered to a total of 203 (100 Gen X, 103 Gen Y) employees of a large, Internet services company. Demographic data was obtained on the participants' sex, tenure (in the organization, the Internet services industry), educational background, position, employment classification and supervisory responsibilities. Independent t tests were conducted and Pearson product-moment correlations were calculated to determine the relationship between these variables. The findings indicate that there is a significant difference in the levels of organizational commitment between Gen X and Gen Y respondents. Gen X respondents have significantly higher normative organizational commitment scores and significantly higher affective commitment scores than Gen Y respondents. Gen Y respondents have significantly higher continuance commitment scores than did Gen X respondents.
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