Understanding the commitment management

Cuadernos Latinoamericanos de Administracion Pub Date : 2021-08-17 DOI:10.18270/cuaderlam.v17i32.3503

Macarena Ayleen Mansilla Mahmud, Ricardo Duenas, Pilar Esperanza Garcia Tamariz

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Abstract

This study aims to determine the relevance of organizational commitment, well-being at work and work-life balance of employees according to their generational group. The objective is to determine which components of organizational commitment(proposed by Allen & Meyer (1991) are most relevant to the well-being of each group of employees belonging to a specific generational cohort. The study is based on the results of a questionnaire applied to more than 500 workers belonging to thethree main generations: Baby Boomers, Generation X and Millennials. The employees included in this study work in commercial, industrial and service companies in Lima, Peru. The results show a close relationship between organizational commitmentand well-being at work for the three generations. However, the greater significance in each generational group is different with millennials being predominantly normative commitment (sense of belonging, 0.242); while Generation X (happy to be part of the organization, 0.882) and Baby Boomers (happy to be part of the organization, 0.321) being predominantly affective commitment.

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理解承诺管理

本研究旨在根据员工的代际群体确定组织承诺、工作幸福感和工作与生活平衡的相关性。目标是确定组织承诺的哪些组成部分（由Allen&Meyer（1991）提出）与属于特定世代群体的每组员工的福祉最相关。这项研究是基于对婴儿潮一代、X一代和千禧一代这三个主要世代的500多名工人进行的问卷调查结果。本研究中的员工在秘鲁利马的商业、工业和服务公司工作。研究结果表明，三代人的组织承诺与工作幸福感之间存在密切关系。然而，每一代人的更大意义是不同的，千禧一代主要是规范性承诺（归属感，0.242）；而X一代（乐于加入组织，0.882）和婴儿潮一代（乐意加入组织，0.321）主要是情感承诺。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Cuadernos Latinoamericanos de Administracion

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0.00%

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审稿时长

12 weeks