Article Sidebar

Submitted
September 2, 2022
Accepted
October 20, 2022
Published
December 19, 2022
Download
Full text PDF
Statistic
Read Counter : 1020 Download : 1951

Downloads

Download data is not yet available.

Main Article Content

Abstract

Purpose –This study compared Generation X and Y's work values and affective commitment and explored if generation moderates the relationship. This research is needed to elucidate generational disparities in work values, affective commitment, and work values' impact on affective commitment. Validating the global generation theory requires research involving Indonesians from different industries.


Design/methodology/approach – Data was acquired from 630 self-administered questionnaires from various businesses. The instruments used to measure variables have a track record of validity and reliability and were adapted from that work. The Chow Method was used to calculate the generational influence on affective commitment.


Findings – The results demonstrated that Generation X and Generation Y in Indonesia had similar work values but differing affective commitment. Generation moderates the association between work values and affective commitment. This research reveals individuals with various life circumstances may still exhibit distinct character traits and value systems.


Research limitation/implications – The data may not capture the traits of all generations. Generalizations must be done with caution. Generation X and Y participants were not distributed proportionally. Prior research showed that the proportion of participants didn't alter the results, but future research may take distribution into account.


Practical implications – Job sector classifications and job characteristics that are suitable for Generation X and Generation Y can be developed by considering the generations' unique preferences for various value components of employment.


Originality/value – This study added to our understanding of how different generations approach and value work in different ways. The implications of this study's findings for confirming the global theory of generation regarding work values and affective commitment are substantial. The results of this research demonstrated the importance of taking cultural factors into account while dealing with employees of varying ages.

Keywords

generation, work values, affective commitment

Article Details

Creative Commons License

This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.

How to Cite
Kismono, G., & Wulandari. (2022). The moderating effect of generations on the relationship between work values and affective commitment. Jurnal Siasat Bisnis, 27(1), 1–16. https://doi.org/10.20885/jsb.vol27.iss1.art1
Download Citation
Endnote/Zotero/Mendeley (RIS)
BibTeX

References

  1. Ahmad, W., Kim, W. G., Anwer, Z., & Zhuang, W. (2020). Schwartz personal values, theory of planned behavior and environmental consciousness: How tourists’ visiting intentions towards eco-friendly destinations are shaped? Journal of Business Research, 110(January), 228–236.
  2. Andrea, B., Gabriella, H. C., & Tímea, J. (2016). Y and Z generations at workplaces. Journal of Competitiveness, 8(3), 90–106.
  3. Ansoorian, A., Good, P., & Samuelson, D. (2003). Managing Generational Differences. Leadership, 32(5), 34-36.
  4. Ashraf, M. S., Akhtar, N., Ashraf, R. U., Hou, F., Junaid, M., & Kirmani, S. A. A. (2020). Traveling responsibly to ecofriendly destinations: An individual-level cross-cultural comparison between the United Kingdom and China. Sustainability (Switzerland), 12(8), 1–18.
  5. Babel’ová, Z. G., Stareček, A., Koltnerová, K., & Cagáňová, D. (2020). Perceived organizational performance in recruiting and retaining employees with respect to different generational groups of employees and sustainable human resource management. Sustainability (Switzerland), 12(2), 1–23.
  6. Campbell, W. K., Campbell, S. M., Siedor, L. E., & Twenge, J. M. (2015). Generational differences are real and useful. Industrial and Organizational Psychology, 8(3), 324–331.
  7. Cennamo, L., & Gardner, D. (2008). Generational differences in work values, outcomes and person-organisation values fit. Journal of Managerial Psychology, 23(8), 891–906.
  8. Chow, G. C. (2015). Tests of Equality Between Sets of Coefficients in Two Linear Regressions. Econometric, 28(3), 591–605.
  9. Christensen, C. H. (2016). The Relationships Between Job Satisfaction and Affective Commitment in the Context of Presidential Transitions in ABHE Accredited Institutions (Doctoral dissertation, Johnson University).
  10. Cogin, J. (2012). Are generational differences in work values fact or fiction? Multi-country evidence and implications. International Journal of Human Resource Management, 23(11), 2268–2294.
  11. Daoud, J. I. (2017). Multicollinearity and Regression Analysis. Journal of Physics: Conference Series, 949(1), 1–6.
  12. Dries, N., Pepermans, R., & De Kerpel, E. (2008). Exploring four generations’ beliefs about career: Is “satisfied” the new “successful.” Journal of Managerial Psychology, 23(8), 927–928.
  13. Edmunds, J., & Turner, B. S. (2005). Global Generations: Social Change in The Twentieth Century. British Journal of Sociology, 56(4), 559–577.
  14. Elizur, D., & Koslowsky, M. (2001). Values and organizational commitment. International Journal of Manpower, 22(7), 593–599.
  15. Fairchild, A. J., & MacKinnon, D. P. (2009). A general model for testing mediation and moderation effects. Prevention Science, 10(2), 87–99.
  16. Gehosky, M. (2017). A quantitative explanatory study investigating the moderating effect of generational cohort between work values and organizational commitment among employees (Doctoral dissertation, Capella University).
  17. Guillén, F., & Martínez-Alvarado, J. R. (2014). The Sport Engagement Scale: An Adaptation of the Utrecht Work Engagement Scale (UWES) for the Sports Environment. Universitas Psychologica, 13(3), 15–24.
  18. Gyensare, M. A., Anku-Tsede, O., Sanda, M.-A., & Okpoti, C. A. (2016). Transformational leadership and employee turnover intention: the mediating role of affective commitment. World Journal of Entrepreneurship, Management and Sustainable Development, 12(3), 243–266.
  19. Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2017). Multivariate Data Analysis. In Pearson (7th ed.). Pearson.
  20. Kooij, D., de Lange, A., Jansen, P., & Dikkers, J. (2008). Older workers’ motivation to continue to work: Five meanings of age: A conceptual review. Journal of Managerial Psychology, 23(4), 364–394.
  21. Kundi, Y. M., Aboramadan, M., Elhamalawi, E. M. I., & Shahid, S. (2020). Employee psychological well-being and job performance: exploring mediating and moderating mechanisms. International Journal of Organizational Analysis, 29(3), 736–754.
  22. Lam, L. W., & Liu, Y. (2014). The identity-based explanation of affective commitment. Journal of Managerial Psychology, 29(3), 321–340.
  23. Lee, H. H. (2008). Using the Chow Test to Analyze Regression Discontinuities. Tutorials in Quantitative Methods for Psychology, 4(2), 46–50.
  24. Leszczynska, A. (2018). Work Related Values and Organizational Commitment Relative To Gender and Age. CBU International Conference Proceedings, 6(1991), 296–302.
  25. Lyons, S. (2003). An exploration of generational values in life and at work (Doctoral dissertation, Carleton University) In National Library Of Canada.
  26. Lyons, S., & Kuron, L. (2014). Generational differences in the workplace: A review of the evidence and directions for future research. Journal of Organizational Behavior, 35, 139–157.
  27. Lyons, S. T., Higgins, C. A., & Duxbury, L. (2010). Work values: Development of a new three-dimensional structure based on confirmatory smallest space analysis. Journal of Organizational Behavior, 31(7), 969–1002.
  28. Mahmoud, A. B., Fuxman, L., Mohr, I., Reisel, W. D., & Grigoriou, N. (2021). “We aren’t your reincarnation!” workplace motivation across X, Y and Z generations. International Journal of Manpower, 42(1), 193–209.
  29. Meyer, J. P., & Allen, N. J. (1991). A three-Component Conceptualization of Organizational Commitment. Human Resource Management Review, 1(1), 61–89.
  30. Meyer, J. P., Allen, N. J., & Smith, C. A. (1993). Commitment to Organizations and Occupations: Extension and Test of a Three-Component Conceptualization. Journal of Applied Psychology, 78(4), 538–551.
  31. Meyer, J. P., Irving, P. G., & Allen, N. J. (1998). Examination of the combined effects of work values and early work experiences on organizational commitment. Journal of Organizational Behavior, 19(1), 29–52.
  32. Newman, A., Thanacoody, R., & Hui, W. (2011). The impact of employee perceptions of training on organizational commitment and turnover intentions: A study of multinationals in the Chinese service sector. International Journal of Human Resource Management, 22(8), 1765–1787.
  33. Papavasileiou, E. F., & Lyons, S. T. (2015). A comparative analysis of the work values of Greece’s ‘Millennial’ generation. International Journal of Human Resource Management, 26(17), 2166–2186.
  34. Parry, E., & Urwin, P. (2011). Generational Differences in Work Values : A Review of Theory and Evidence. International Journal of Management Reviews, 13(1), 79–96.
  35. Parry, E., & Urwin, P. (2017). The Evidence Base for Generational Differences: Where Do We Go From Here? Work, Aging, and Retirement, 3(2), 140–148.
  36. Rani, N., & Samuel, A. (2016). A study on generational differences in work values and person-organization fit and its effect on turnover intention of Generation Y in India. Management Research Review, 39(12), 1695–1719.
  37. Rani, N., & Samuel, A. A. (2019). Generational differences in relationship between prosocial identity fit and affective commitment. International Journal of Organization Theory and Behavior, 22(3), 259–277.
  38. Schmitz, M. A. (2019). Change in China? Taking stock of blue collars’ work values. Journal of Chinese Human Resource Management, 10(1–2), 49–68.
  39. Schwartz, S. H. (1992). Universals in the content and structure of values: Theoretical advances and empirical tests in 20 countries. Advances in Experimental Social Psychology, 25(C), 1–65.
  40. Shrestha, N. (2020). Detecting Multicollinearity in Regression Analysis. American Journal of Applied Mathematics and Statistics, 8(2), 39–42.
  41. Song, Z., Yang, F., Boezeman, E. J., & Li, X. (2020). Do new-generation construction professionals be provided what they desire at work? A study on work values and supplies–values fit. Engineering, Construction and Architectural Management, 27(10), 2835–2858.
  42. Tayyab, S., & Tariq, N. (2001). Work values and organizational commitment in public and private sector executives. Pakistan Journal of Psychological Research, 16(3–4), 95–112.
  43. Twenge, J. M., & Campbell, S. M. (2008). Generational differences in psychological traits and their impact on the workplace. Journal of Managerial Psychology, 23(8), 862–877.
  44. Twenge, J. M., Campbell, S. M., Hoffman, B. J., & Lance, C. E. (2010). Generational differences in work values: Leisure and extrinsic values increasing, social and intrinsic values decreasing. Journal of Management, 36(5), 1117–1142.
  45. Urick, M. J., Hollensbe, E. C., Masterson, S. S., & Lyons, S. T. (2017). Understanding and managing intergenerational conflict: An examination of influences and strategies. Work, Aging and Retirement, 3(2), 166–185.
  46. Weeks, K. P., & Schaffert, C. (2019). Generational Differences in Definitions of Meaningful Work: A Mixed Methods Study. Journal of Business Ethics, 156(4), 1045–1061.
  47. Wiedmer, T. (2015). Best practices in leading Traditionalist, Boomers and Generation X, Y and Z. The Delta Kappa Gamma Bulletin, 82(1), 51–58.
  48. Wong, M., Gardiner, E., Lang, W., & Coulon, L. (2008). Generational differences in personality and motivation: Do they exist and what are the implications for the workplace? Journal of Managerial Psychology, 23(8), 878–890.
  49. Woznyj, H. M., Heggestad, E. D., Kennerly, S., & Yap, T. (2018). Climate and organizational performance in long-term care facilities: The role of affective commitment. Journal of Occupational and Organizational Psychology, 92(2), 122–143.
  50. Yang, J., Yu, C. S., & Wu, J. (2018). Work values across generations in China. Chinese Management Studies, 12(3), 486–505.
  51. Zecca, G., Györkös, C., Becker, J., Massoudi, K., De Bruin, G. P., & Rossier, J. (2015). Validation of the French utrecht work engagement scale and its relationship with personality traits and impulsivity. Revue Europeenne de Psychologie Appliquee, 65(1), 19–28.