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

Florina Guadalupe Arredondo Trapero,, Lida Esperanza Villa Castano,, Jose Carlos Vazquez Parra, and Jorge De la Garza Garcia

Business and Economic Horizons (BEH), 2017, vol. 13, issue 2, 270-286

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.

Keywords: Millennial generation; organizational loyalty and organizational pride (search for similar items in EconPapers)
JEL-codes: M51 M54 (search for similar items in EconPapers)
Date: 2017
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Citations: View citations in EconPapers (3)

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Persistent link: https://EconPapers.repec.org/RePEc:pdc:jrnbeh:v:13:y:2017:i:2:p:270-286

DOI: 10.15208/beh.2017.20

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