Open AccessUnderstanding the commitment management
Author(s) -
Macarena Ayleen Mansilla Mahmud,
Ricardo Mateo,
Pilar Garcia Tamariz
Publication year - 2021
Publication title -
cuadernos latinoamericanos de adminsitracion/cuadernos latinoamericanos de administración
Language(s) - English
Resource type - Journals
eISSN - 2248-6011
pISSN - 1900-5016
DOI - 10.18270/cuaderlam.v17i32.3503
Subject(s) - baby boomers , organizational commitment , normative , generation x , psychology , relevance (law) , service (business) , work (physics) , sociology , social psychology , marketing , business , political science , engineering , demographic economics , economics , mechanical engineering , law
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.