Organisational change: generational differences in reaction and commitment | Zendy

Iveta Ludviga | Zendy; Irina Senņikova | Zendy

AI Assistant Blog Pricing

Home ZAIA Blog

Open Access

Organisational change: generational differences in reaction and commitment

Author(s) -

Iveta Ludviga,

Irina Senņikova

Publication year - 2016

Publication title -

deleted journal

Language(s) - English

Resource type - Conference proceedings

DOI - 10.3846/bm.2016.10

Subject(s) - baby boomers , affect (linguistics) , organizational change , structural equation modeling , organizational commitment , psychology , knowledge management , change management (itsm) , marketing , business , social psychology , public relations , computer science , political science , demographic economics , economics , communication , machine learning , lean manufacturing

Organizational acceptance of change and the willingness to embrace it is largely dependent on employees and their experiences – generations respond to change differently, especially when change is related to information technologies. The paper aims to explore how three major generations of employees – Baby Boomers, Xers and Millennials, react to change and how their commitment to change affect satisfaction and engagement. Data (N = 202) is collected through structured questionnaire and structural equation modelling technique is used for analysis. The results reveal what major differences between generations are in place. Recommendations for managing organisational change across the three generations are provided.

The content you want is available to Zendy users.

Already have an account? Click here to sign in.

Having issues? You can contact us here

Accelerating Research