Differences on self-perception of organizational pride and loyalty in Millennial & Generation X, considering gender and seniority variables

Hdl Handle:
http://hdl.handle.net/11285/627945
Title:
Differences on self-perception of organizational pride and loyalty in Millennial & Generation X, considering gender and seniority variables
Authors:
Arredondo Trapero, Florina G. ( 0000-0003-4909-0329 ) ; Villa Castaño, Lida Esperanza; Vázquez Parra, José C. ( 0000-0001-9197-7826 ) ; De la Garza García, Jorge
Journal:
Business and Economic Horizons
Volume:
13
Issue:
2
Start Page:
270
End Page:
286
Country:
República Checa / Czech Republic
Issue Date:
2017-10
Publisher:
Academic Publishing Platforms
Department:
Escuela de Humanidades y Educación
Discipline:
Ciencias Sociales / Social Sciencesy
Abstract:
The research objective is to compare the differences in self-perception of organizational pride and loyalty between millennials and generation x, considering the variables of gender and seniority. The reason for this study is the importance of millennials’ influence in the business sector, and the effect it is having in terms of turnover toward companies. The study was conducted on 432 employees working in a cluster of companies located in northeastern Mexico. For statistical purposes, an analysis of variance (ANOVA) was performed on the different groups compared. Based on the findings, there is a generational difference in terms of organizational loyalty between male millennials and generation x males, when both have recently joined their respective organizations. The differences withdraw when both groups have stayed more than 3 years at their organization. On the other hand, there are no variances between millennial men and millennial women, independently if they just arrived to the organization or have more than 3 years tenure working for their company. This reaffirms the existing similarities amongst millennials, specifically in the way this generation thinks about organizational culture, where there is no gender distinction.
Notes:
Citation: Arredondo-Trapero, F.G., Villa-Castaño, L.E., Vázquez-Parra, J.C., De la Garza García, J. (2017). Differences on self-perception of organizational pride and loyalty in Millennial & Generation X, considering gender and seniority variables. Business and Economic Horizons, 13(2), 270-286, http://dx.doi.org/10.15208/beh.2017.20
Keywords:
Millennial generation; Organizational loyalty; Organizational pride
Additional Links:
https://academicpublishingplatforms.com/article.php?journal=BEH&number=26&article=2376
Type:
Artículo / Article
Appears in Collections:
Artículos de Revistas

Full metadata record

DC FieldValue Language
dc.contributor.authorArredondo Trapero, Florina G.en
dc.contributor.authorVilla Castaño, Lida Esperanzaen
dc.contributor.authorVázquez Parra, José C.en
dc.contributor.authorDe la Garza García, Jorgeen
dc.date.accessioned2017-10-30T21:50:42Z-
dc.date.available2017-10-30T21:50:42Z-
dc.date.issued2017-10-
dc.identifier.issn1804-5006-
dc.identifier.doihttp://dx.doi.org/10.15208/beh.2017.20-
dc.identifier.urihttp://hdl.handle.net/11285/627945-
dc.description.abstractThe research objective is to compare the differences in self-perception of organizational pride and loyalty between millennials and generation x, considering the variables of gender and seniority. The reason for this study is the importance of millennials’ influence in the business sector, and the effect it is having in terms of turnover toward companies. The study was conducted on 432 employees working in a cluster of companies located in northeastern Mexico. For statistical purposes, an analysis of variance (ANOVA) was performed on the different groups compared. Based on the findings, there is a generational difference in terms of organizational loyalty between male millennials and generation x males, when both have recently joined their respective organizations. The differences withdraw when both groups have stayed more than 3 years at their organization. On the other hand, there are no variances between millennial men and millennial women, independently if they just arrived to the organization or have more than 3 years tenure working for their company. This reaffirms the existing similarities amongst millennials, specifically in the way this generation thinks about organizational culture, where there is no gender distinction.en
dc.language.isoengen
dc.publisherAcademic Publishing Platformsen
dc.relation.urlhttps://academicpublishingplatforms.com/article.php?journal=BEH&number=26&article=2376en
dc.rightsOpen Accessen
dc.rights.urihttp://creativecommons.org/licenses/by-nc-nd/4.0/*
dc.titleDifferences on self-perception of organizational pride and loyalty in Millennial & Generation X, considering gender and seniority variablesen
dc.typeArtículo / Articleen
dc.identifier.journalBusiness and Economic Horizonsen
dc.subject.keywordMillennial generationen
dc.subject.keywordOrganizational loyaltyen
dc.subject.keywordOrganizational prideen
dc.description.notesCitation: Arredondo-Trapero, F.G., Villa-Castaño, L.E., Vázquez-Parra, J.C., De la Garza García, J. (2017). Differences on self-perception of organizational pride and loyalty in Millennial & Generation X, considering gender and seniority variables. Business and Economic Horizons, 13(2), 270-286, http://dx.doi.org/10.15208/beh.2017.20en
dc.identifier.volume13en
dc.identifier.issue2en
dc.identifier.startpage270en
dc.identifier.endpage286en
dc.contributor.affiliationEscuela de Humanidades y Educaciónen
dc.subject.disciplineCiencias Sociales / Social Sciencesyen
dc.subject.countryRepública Checa / Czech Republicen
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