千禧一代,劳动力中最后的英雄:关于将千禧一代的价值观与组织文化同步以提高保留率的综合文献综述

IF 1.1 Q4 BUSINESS
DeQuindre Spencer, Maria Kalyvaki
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引用次数: 0

摘要

本文深入探讨了千禧一代在工作场所的角色,将代际见解与基础研究相结合。根据曼海姆的理论,代际差异源于教养、社会价值观、环境环境和关键事件。Rescher和Viega的作品强调了价值一致性的重要性,强调了它对工作满意度、行为和生产力的影响。德鲁克的理论强调管理权威对员工保留的影响。随着传统管理方法的过时,强调吸引、选择、流动和人才发展变得至关重要。认识到是什么推动了这一关键人群的发展,对于留住人才至关重要。千禧一代,在这里被称为英雄一代,因为他们人数众多,需要得到认可,并与他们的价值观保持一致,才能有效地留住他们。忽视这一点可能会给企业带来财务上的灾难。本文提供的见解为旨在在动态商业环境中利用和留住千禧一代人才的组织提供了竞争优势。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Millennials, the Last Standing Heroes of the Workforce: A Comprehensive Literature Review on Synching Millennials’ Values With Organizational Culture to Boost Retention Rates
This paper dives into millennials' role in the workplace, merging generational insights with foundational research. According to Mannheim’s theory, generational distinctions stem from upbringing, societal values, environmental circumstances, and key events. Works by Rescher and Viega underline the importance of value alignment, emphasizing its effect on job satisfaction, behavior, and productivity. Drucker's theory stresses the power of managerial authority on employee retention. As traditional management methods become outdated, emphasis on attraction, selection, turnover, and talent development becomes paramount. Recognizing what drives this key demographic is pivotal for talent retention. Millennials, labeled here as the Hero generation due to their vast numbers, demand recognition and alignment with their values for effective retention. Ignoring this can be financially disastrous for businesses. The insights offered in this paper offer a competitive edge for organizations aiming to harness and retain millennial talent in a dynamic business landscape.
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