A Generational Preference for Preferred Work Arrangement and the Relationship With Employee Engagement and Turnover Intention
DOI:
https://doi.org/10.33423/jbd.v24i3.7257Keywords:
business, diversity, generational differences, preferred work arrangements, engagement, turnover intentionAbstract
The purpose of this study is to gain an understanding of generational preferred work arrangements and the impact on employee engagement and turnover intent. Through analysis of 252 participant responses, this study examined differences between generational cohorts currently in the workforce with regard to engagement, preferred work arrangement and turnover intention. Results indicated a difference in employee engagement among Baby Boomers, Millennials, and Generation Z workers, but no differences in preferred work arrangement and intent to stay with the organization. However, there was a difference in Generation X employees’ preferred work arrangement and intent to stay.
References
Abercrombie, B.A. (2014). Multigenerational workforce satisfaction: Relationship between generational cohorts and employee engagement (Publication No. 3641276) [Doctoral dissertation, Oklahoma State University]. ProQuest Dissertations & Theses Global.
Adams, S.J. (2000). Generation X: How understanding this population leads to better safety programs. Professional Safety, 45(1), 26. Retrieved from https://www.proquest.com/scholarly-journals/generation-x-how-understanding-this-population/docview/200457899/se-2
Ahmad, A. (2018). The relationship among job characteristics, organizational commitment, and employee turnover intentions: A reciprocation perspective. Journal of Work-Applied Management, 10(1), 74–92. DOI: 10.1108/JWAM-09-2017-0027
AhmadReza, A.S., Abzari, M., Ali, N.I., & Fathi, S. (2017). Generational differences in job engagement: A case study of an industrial organization in Iran. Industrial and Commercial Training, 49(3), 106–115. https://doi.org/10.1108/ICT-10-2016-0068
Akmalia, & Adhitama, G.P. (2023). Flexible work arrangement factors that affect startup employees in new normal situation. Journal of Application Business & Management / Jurnal Aplikasi Bisnis Dan Manajemen, 9(3), 855–865. https://doi.org/10.17358/jabm.9.3.855
Allen, T.D., Golden, T.D., & Shockley, K.M. (2015). How effective is telecommuting? Assessing the status of our scientific findings. Psychological Science in the Public Interest, 16(2), 40–68. https://doi.org/10.1177/1529100615593273
Amayah, A.T., & Gedro, J. (2014). Understanding generational diversity: Strategic human resource management and development across the generational “divide”. New Horizons in Adult Education and Human Resource Development, 26(2), 36–48. https://doi.org/10.1002/nha3.20061
Andriani, R., Disman, D., Ahman, E., & Santoso, B. (2023). Empirical effects of work environment, job satisfaction, and work engagement on turnover intention in the hospitality industry. Journal of Application Business & Management, 9(1), 129–140. https://doi.org/10.17358/jabm.9.1.129
Annanya, P., & Hemakumar, M. (2023). Hybrid work model and its association between team collaboration and team engagement. Phronimos, 3(2), 61–71. Retrieved from https://www.proquest.com/scholarly-journals/hybrid-work-model-association-between-team/docview/2843887601/se-2
Bakker, A.B., Hakanen, J.J., Demerouti, E., & Xanthopoulou, D. (2007). Job resources boost work engagement, particularly when job demands are high. Journal of Educational Psychology, 99(2), 274–284. https://doi.org/10.1037/0022-0663.99.2.274
Beka. (2021). Restless workers looking for something better, survey says. Central Penn Business Journal, 1(1), 1–2. Retrieved from https://www.proquest.com/trade-journals/restless-workers-looking-something-better-survey/docview/2589679604/se-2
Botha, F., & Vera-Toscano, E. (2022). Generational differences in subjective well-being in Australia. Applied Research in Quality of Life, 17(5), 2903–2932. https://doi.org/10.1007/s11482-022-10047-x
Bothma, C.F.C., & Roodt, G. (2013). The validation of the turnover intention scale. SA Journal of Human Resource Management, 11(1), 1–12. doi: 10.4102/sajhrm.v11i1.507
Carli, L.L. (2020). Women, gender equality and COVID-19. Gender in Management: An International Journal, 35(7/8), 647–655. https://doi.org/10.1108/GM-07-2020-0236
Cennamo, L., & Gardner, D. (2008). Generational differences in work values, outcomes, and person-organization values fit. Journal of Managerial Psychology, 23(8), 891–906. https://doi.org/10.1108/02683940810904385
Charalampous, M., Grant, C.A., Tramontano, C., & Michailidis, E. (2019). Systematically reviewing remote e-workers’ well-being at work: A multidimensional approach. European Journal of Work and Organizational Psychology, 28(1), 51–73. https://doi-org.waylandbu.idm.oclc.org/10.1080/1359432X.2018.1541886
Chillakuri, B. (2020). Understanding Generation Z expectations for effective onboarding. Journal of Organizational Change Management, 33(7), 1277–1296. https://doi.org/10.1108/JOCM-02-2020-0058
Chomqtowska, B., Janiak-Rejno, I., & Żarczyńska-Dobiesz, A. (2021). The value of work in the life of representants of Generation Z – Autotelic or instrumental? European Research Studies, 24(4), 356–368. Retrieved from https://www.proquest.com/scholarly-journals/value-work-life-representants-generation-z/docview/2640099746/se-2
Christian, M.S., Garza, A.S., & Slaughter, J.E. (2011). Work engagement: A quantitative review and test of its relations with task and contextual performance. Personnel Psychology, 64(1), 89–136. https://doi.org/10.1111/j.1744-6570.2010.01203.x
Clark, K.R. (2017). Managing multiple generations in the workplace. Radiologic Technology, 88(4), 379–396. Retrieved from https://pubmed.ncbi.nlm.nih.gov/28298496/
Cloutier, O., Felusiak, L., Hill, C., & Pemberton-Jones, E. (2015). The importance of developing strategies for employee retention. Journal of Leadership, Accountability and Ethics, 12(2), 119–129. Retrieved from http://www.na-businesspress.com/JLAE/Pemberton-JonesEJ_Web12_2_.pdf
Codrington, G. (2008, July). Detailed introduction to generational theory. Tomorrow Today. Retrieved from https://tomorrowtodayglobal.com/
Cook, J., Mor, Y., & Santos, P. (2020). Three cases of hybridity in learning spaces: Towards a design for a zone of possibility. British Journal of Educational Technology, 51(4), 1155–1167. https://doi.org/10.1111/bjet.12945
Cook, S. (2008). The essential guide to employee engagement: Better business performance through staff satisfaction. Kogan Page Publishers.
Crandall, W., & Gao, L. (2005). An update on telecommuting: Review and prospects for emerging issues. S.A.M. Advanced Management Journal, 70(3), 30–37. Retrieved from https://waylandbu.idm.oclc.org/login?url=https://www.proquest.com/scholarly-journals/update-on-telecommuting-review-prospects-emerging/docview/231260559/se-2
Creighton, S., & Hudson, L. (2001). Participation trends and patterns in adult education: 1991 to 1999. Education Statistics Quarterly, 3(4), 15–18. Retrieved from https://nces.ed.gov/pubs2002/2002607.pdf#page=15
Crowe, A., & Gaytan, J. (2019). Responding to generational differences in workplace engagement: Successful strategies for business managers. Journal of Research in Business Education, 59(2), 21–40. Retrieved from https://jrbe.nbea.org/index.php/jrbe/article/view/25
Cucina, J.M., Byle, K.A., Martin, N.R., Peyton, S.T., & Gast, I.F. (2018). Generational differences in workplace attitudes and job satisfaction: Lack of sizable differences across cohorts. Journal of Managerial Psychology, 33(3), 246–264. https://doi.org/10.1108/JMP-03-2017-0115
Danish, R.Q., Ramzan, S., & Ahmad, F. (2013). Effect of perceived organizational support and work environment on organizational commitment: Mediating role of self-monitoring. Advances in Economics and Business, 1(4), 312–317. DOI: 10.13189/aeb.2013.010402
Day, J. (2023). Baby Boomers, Gen X, Millennials, and Gen Z teachers: A comparison of generational preferences for leadership practices (Publication No. 30540085) [Doctoral dissertation, Purdue University]. ProQuest Dissertations & Theses Global.
De Menezes, L.M., & Kelliher, C. (2016). Flexible working, individual performance, and employee attitudes: Comparing formal and informal arrangements. Human Resource Management, 56(6), 1051–1070. https://doi.org/10.1002/hrm.21822
Deci, E.L., & Ryan, R.M. (1995). Human autonomy: The basis for true self-esteem. In Efficacy, agency, and self-esteem (pp. 31–49). Springer US.
Demerouti, E., Bakker, A.B., De Jonge, J., Janssen, P.P., & Schaufeli, W.B. (2001). Burnout and engagement at work as a function of demands and control. Scandinavian Journal of Work, Environment & Health, 27(4), 279–286. Retrieved from https://www.jstor.org/stable/40967145
Demirtas, O., & Akdogan, A.A. (2015). The effect of ethical leadership behavior on ethical climate, turnover intention, and affective commitment. Journal of Business Ethics, 130(1), 59–67. https://doi.org/10.1007/s10551-014-2196-6
Dharmesti, M., Dharmesti, T.R.S., Kuhne, S., & Thaichon, P. (2021). Understanding online shopping behaviors and purchase intentions amongst millennials. Young Consumers, 22(1), 152–167. https://doi.org/10.1108/YC-12-2018-0922
Dimock, M. (2019). The generations defined. Pew Research Center. Retrieved from https://www.pewresearch.org/short-reads/2019/01/17/where-millennials-end-and-generation-z-begins/
Dorsey, J.R., & Villa, D. (2020). Zconomy: How Gen A will change the future of business and what to do about it. HarperCollins Publishers.
Eisenberger, R., Armeli, S., Rexwinkel, B., Lynch, P.D., & Rhoades, L. (2001). Reciprocation of perceived organizational support. Journal of Applied Psychology, 86(1), 42–51. DOI:10.1037/0021- 9010.86.1.42
Eisner, S.P. (2005). Managing generation Y. SAM Advanced Management Journal, 70(4), 4–15. Retrieved from https://www.proquest.com/docview/231242493?pq-rigsite=gscholar&fromopenview=true
Ellison, S. (2020). Assessing work engagement among UF/IFAS Extension Agents using the Utrecht Work Engagement Scale (Order No. 28155037) [Doctoral dissertation, University of Florida]. ProQuest Central Dissertations & Theses Global.
Ertas, N. (2015). Turnover intentions and work motivations of millennial employees in federal service. Public Personnel Management, 44(3), 401–423. https://doi.org/10.1177/0091026015588193
Fahriye, O.U., Gozukara, E., & Tezcan, L. (2022). The moderating roles of remote, hybrid, and onsite working on the relationship between work engagement and organizational identification during the COVID-19 pandemic. Sustainability, 14(24), DOI: 10.3390/su142416828
Fang, Y.C., Chen, J.Y., Zhang, X.D., Dai, X.X., & Tsai, F.S. (2020). The impact of inclusive talent development model on turnover intention of new generation employees: The mediation of work passion. International Journal of Environmental Research and Public Health, 17(17), 6054–6055. https://doi.org/10.3390/ijerph17176054
Felstead, A., & Henseke, G. (2017). Assessing the growth of remote working and its consequences for effort, well-being, and work-life balance. New Technology, Work and Employment, 32(3), 195–212. https://doi.org/10.1111/ntwe.12097
Ferry, J.M. (2023). Exploring perceptions of virtual meeting effectiveness: A multigenerational PLS-SEM approach (Order No. 30634319) [Doctoral dissertation, University of Arizona Global Campus]. ProQuest Dissertations & Theses Global.
Fishbein, M., & Ajzen, I. (1975). Belief, attitude, intention and behavior: An introduction to theory and research. Addison-Wesley Publishing Company.
Ford, D., Myrden, S.E., & Jones, T.D. (2015). Understanding “disengagement from knowledge sharing”: Engagement theory versus adaptive cost theory. Journal of Knowledge Management, 19(3), 476–496. https://doi.org/10.1108/JKM-11-2014-0469
Francis, D., & Hoefel, F. (2018, November 12). “True Gen:” Generation Z and its implications for companies. McKinsey Company. Retrieved from https://www.mckinsey.com/industries/consumer-packaged-goods/our-insights/true-gen-generation-z-and-its-implications-for-companies#
Fredrickson, B.L. (2001). The role of positive emotions in positive psychology: The broaden-and-build theory of positive emotions. American Psychologist, 56(3), 218–226. https://doi.org/10.1037/0003-066X.56.3.218
Fry, R. (2019). Baby Boomers are staying in the labor force at rates not seen in generations for people their age. Pew Research Center. Retrieved from https://www.pewresearch.org/fact-tank/2019/07/24/baby-boomers-us-labor-force/
Gallup. (2021). State of the Global Workplace 2021 Report. Retrieved from https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx
Geldenhuys, M., Łaba, K., & Venter, C.M. (2014). Meaningful work, work engagement, and organizational commitment. SA Journal of Industrial Psychology, 40(1), 1–10. https://doi.org/10.4102/sajip.v40i1.1098
Gerdenitsch, C., Kubicek, B., & Korunka, C. (2015). Control in flexible working arrangements. Journal of Personnel Psychology, 14(2), 61–69. https://doi.org/10.1027/1866-5888/a000121
Gillet, N., Huyghebaert-Zouaghi, T., Austin, S., Fernet, C., & Morin, A.J.S. (2021). Remote working: A double-edged sword for workers’ personal and professional well-being. Journal of Management and Organization, 27(5), 1060–1082. DOI: 10.1017/jmo.2021.71
Glass, A. (2007). Understanding generational differences for competitive success. Industrial and Commercial Training, 39(2), 98–103. https://doi.org/10.1108/00197850710732424
Gursoy, D., Chi, C.G.-Q., & Karadag, E. (2013). Generational differences in work values and attitudes among frontline and service contact employees. International Journal of Hospitality Management, 32, 40–48. https://doi.org/10.1016/j.ijhm.2012.04.002
Gursoy, D., Maier, T.A., & Chi, C.G. (2008). Generational differences: An examination of work values and generational gaps in the hospitality workforce. International Journal of Hospitality Management, 27(3), 448–458. https://doi.org/10.1016/j.ijhm.2007.11.002
Hadi, P., & Johan, A. (2023). The effect of perceived organizational support on career commitment: The mediating role of work engagement. Calitatea, 24(196), 148–155. https://doi.org/10.47750/QAS/24.196.20
Hair, J.F., Anderson, R.E., Tatham, R.L., & Black, W.C. (1995). Multivariate data analysis (3rd Ed.). Macmillan.
Hansen, J.I.C., & Leuty, M.E. (2012). Work values across generations. Journal of Career Assessment, 20(1), 34–52. https://doi.org/10.1177/1069072711417163
Harhara, A.S., Singh, S.K., & Hussain, M. (2015). Correlates of employee turnover intentions in oil and gas industry in the UAE. International Journal of Organizational Analysis, 23(3), 493–504. https://doi.org/10.1108/IJOA-11-2014-0821
Hart, S.M. (2006). Generational diversity: Impact on recruitment and retention of registered nurses. JONA: The Journal of Nursing Administration, 36(1), 10–12. Retrieved from https://journals.lww.com/jonajournal/citation/2006/01000/generational_diversity_impact_on_recruitment_and.4.aspx
Harter, J.K., Schmidt, F.L., & Hayes, T.L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis. Journal of Applied Psychology, 87(2), 268–279. doi: 10.1037//0021- 9010.87.2.268
Hebenstreit, R.K. (2008). A call to apply the principles of the enneagram in organizations to attract, retain, and motivate employees. The Enneagram Journal, 1(1), 4–21, 124. Retrieved from https://www.proquest.com/scholarly-journals/call-apply-principles-enneagram-organizations/docview/205936116/se-2
Hernaus, T., & Vokic, N.P. (2014). Work design for different generational cohorts. Journal of Organizational Change Management, 27(4), 615–641. https://doi.org/10.1108/JOCM-05-2014-0104
Hewlett, S. (2014). Flextime is declining, but “flex around the edges” is up. Harvard Business Review Digital Articles, pp. 2–4. Retrieved from https://hbr.org/2014/06/flextime-is-declining-but-flex-around-the-edges-is-up
Hill, E.J., Ferris, M., & Märtinson, V. (2003). Does it matter where you work? A comparison of how three work venues (traditional office, virtual office, and home office) influence aspects of work and personal/family life. Journal of Vocational Behavior, 63(2), 220–241. https://doi.org/10.1016/S0001-8791(03)00042-3
Hill, J., Grzywacz, J.G., Allen, S., Blanchard, V.L., Matz-Costa, C., Shulkin, S., & Pitt-Catsouphes, M. (2008). Defining and conceptualizing workplace flexibility. Community, Work, and Family, 11(2), 149–163. doi: 10.1080/13668800802024678
Hill, K.S. (2004). Defy the decades with multigenerational teams. Nursing Management, 35(1), 32–35. Retrieved from https://journals.lww.com/nursingmanagement/abstract/2004/01000/defy_the_decades_with_multigenerational_teams.12.aspx
Hlongwane, V.C., & Ledimo, O. (2015). Generational differences on work engagement levels of government healthcare institution employees. Journal of Governance and Regulation, 4(1), 1–9. Retrieved from https://ijebhb.com/index.php/ijebhb/article/view/11
Hom, P.W., Lee, T.W., Shaw, J.D., & Hausknecht, J.P. (2017). One hundred years of employee turnover theory and research. Journal of Applied Psychology, 102(3), 530–545. https://doi.org/10.1037/apl0000103
Hoole, C., & Bonnema, J. (2015). Work engagement and meaningful work across generational cohorts. SA Journal of Human Resource Management, 13(1), 1–11. https://doi.org/10.4102/sajhrm.v13i1.681
Hunsicker, J. (2023). Remote working arrangements in the context of employee engagement and motivation among remote and on-site employees: A quantitative comparison (Order No. 30638100). Available from ProQuest Dissertations & Theses Global. (2884075478). Retrieved from https://www.proquest.com/dissertations-theses/remote-working-arrangements-context-employee/docview/2884075478/se-2
Ida, I., Zaniarti, S., & Ayuningtyas, N. (2021). Faktor prediktor financial management behavior generasi X. Jurnal Muara Ilmu Ekonomi Dan Bisnis, 5(1), 179–190. https://doi.org/10.24912/jmieb.v5i1.11439
Illegems, V., Verbeke, A., & S’Jegers, R. (2001). The organizational context of teleworking implementation. Technological Forecasting and Social Change, 68(3), 275–291. https://doi.org/10.1016/S0040-1625(00)00105-0
Irawanto, D. W. (2020). Unexpected and habit driven: Perspectives of working from home during the COVID-19 pandemic. APMBA (Asia Pacific Management and Business Application), 8(3), 165–168. https://doi.org/10.21776/ub.apmba.2020.008.03.1
Iscan, O.F., & Naktiyok, A. (2005). Attitudes towards telecommuting: The Turkish case. Journal of Information Technology, 20(1), 52–63. https://doi.org/10.1057/palgrave.jit.2000023
Johnson, J.M., & Ng, E.S. (2016). Money talks or millennials walk: The effect of compensation on non-profit millennial workers sector-switching intentions. Review of Public Personnel Administration, 36(3), 283–305. doi: 10.1177/0734371X15587980
Jonck, P., van der Walt, F., & Sobayeni, N.C. (2017). A generational perspective on work values in a South African sample. SA Journal of Industrial Psychology, 43(1), 1–9. https://doi.org/10.4102/sajip.v43i1.1393
Jones, J.S., Murray, S.R., & Tapp, S.R. (2018). Generational differences in the workplace. Journal of Business Diversity, 18(2), 88–97. Retrieved from https://www.proquest.com/scholarly-journals/generational-differences-workplace/docview/2116336231/se-2
Jones, S., Chauhan, P., & Torabian, A. (2019). Working with different generations at the workplace: Challenges for leaders. Effective Executive, 22(4), 64–70. Retrieved from https://www.proquest.com/scholarly-journals/working-with-different-generations-at-workplace/docview/2330759508/se-2
Jutras, R., & Mathieu, C. (2016). Person-organization fit relationship with job satisfaction and turnover: The mediating influence of leader-member exchange. Academy of Strategic Management Journal, 15(1), 71. Retrieved from https://www.proquest.com/scholarly-journals/person-organization-fit-relationship-with-job/docview/1804900129/se-2
Kaduk, A., Genadek, K., Kelly, E.L., & Moen, P. (2019). Involuntary vs. voluntary flexible work: Insights for scholars and stakeholders. Community, Work & Family, 22(4), 412–442. doi:10.1080/13668803.2019.1616532
Kahn, W.A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692–724. https://doi.org/10.5465/256287
Kanchana, L., & Jayathilaka, R. (2023). Factors impacting employee turnover intentions among professionals in Sri Lankan startups. PLoS ONE, 18(2). https://doi.org/10.1371/journal.pone.0281729
Kiiru-Weatherly, P. (2017). Multigenerational workforce: Relationship between generational cohorts and employee engagement (Publication No. 10254108). [Doctoral dissertation, Wilmington University]. ProQuest Dissertations & Theses Global.
Kim, M., Knutson, B.J., & Choi, L. (2016). The effects of employee voice and delight on job satisfaction and behaviors: Comparison between employee generations. Journal of Hospitality Marketing & Management, 25(5), 563–588. https://doi.org/10.1080/19368623.2015.1067665
Kim, M.S., Misra, K., & Phillips, J.M. (2023). Individual differences in reactions to work location decisions. Organization Management Journal, 20(1), 17–29. https://doi.org/10.1108/OMJ-06-2021-1281
Koksal, M.H. (2019). Differences among baby boomers, Generation X, millennials, and Generation Z wine consumers in Lebanon: Some perspectives. International Journal of Wine Business Research, 31(3), 456–472. https://doi.org/10.1108/IJWBR-09-2018-0047
Kowske, B., Rasch, R., & Wiley, J. (2010). Millennials’ (lack of) attitude problems: An empirical examination of generational effects on work attitudes. Journal of Business & Psychology, 25(2), 265–279. https://doi.org/10.1007/s10869-010-9171-8
Krajčík, M., Schmidt, D.A., & Baráth, M. (2023). Hybrid work model: An approach to work–life flexibility in a changing environment. Administrative Sciences, 13(6), 150. https://doi.org/10.3390/admsci13060150
Kristof, A.L. (1996). Person-organization fit: An integrative review of its conceptualizations, measurement, and implications. Personnel Psychology, 49(1), 1–49. doi: 10.1111/j.1744-6570.1996.tb01790.x
Kupperschmidt, B.R. (2000). Multigeneration employees: Strategies for effective management. The Health Care Manager, 19(1), 65–76. https://doi.org/10.1097/00126450-200019010-00011
Kurland, N.B., & Cooper, C.D. (2002). Manager control and employee isolation in telecommuting environments. The Journal of High Technology Management Research, 13(1), 107–126. https://doi.org/10.1016/S1047-8310(01)00051-7
Kyriakidou, O., & Ozbilgin, M. (2004). Individuals, organizations and careers: A relational perspective. Career Development International, 9(1), 7–11. https://doi.org/10.1108/13620430410518101
Lacity, M.C., Iyer, V.V., & Rudramuniyaiah, P.S. (2008). Turnover intentions of Indian IS professionals. Information Systems Frontiers, 10, 225–241. https://doi.org/10.1007/s10796-007-9062-3
Lake, C.J., Highhouse, S., & Shrift, A.G. (2018). Validation of the Job-Hopping Motives Scale. Journal of Career Assessment, 26(3), 531–548. https://doi.org/10.1177/1069072717722765
Lancaster, L., & Stillman, D. (2002). When generations collide. Harper Business.
Lanier, K. (2017). 5 things HR professionals need to know about Generation Z: Thought leaders share their views on the HR profession and its direction for the future. Strategic HR Review, 16(6), 228–290. http://doi.org/10.1108/SHR-08-2017-0051
Lapierre, L.M., Van Steenbergen, E.F., Peeters, M.C., & Kluwer, E.S. (2016). Juggling work and family responsibilities when involuntarily working more from home: A multiwave study of financial sales professionals. Journal of Organizational Behavior, 37(6), 804–822. https://doi.org/10.1002/job.2075
Lapoint, P.A., & Liprie-Spence, A. (2017). Employee engagement: Generational differences in the workforce. Journal of Organizational Psychology, 17(5), 118–128. Retrieved from https://www.proquest.com/scholarly-journals/employee-engagement-generational-differences/docview/1967314710/se-2
Lassiter, V. (2020). The differences in job satisfaction, engagement, and dedication between full-time remote and non-remote employees (Publication No. 28150737). [Doctoral dissertation, Trevecca Nazarene University]. ProQuest Dissertations & Theses Global.
Lee, C.C., Aravamudhan, V., Roback, T., Lim, H.S., & Ruane, S.G. (2021). Factors impacting work engagement of Gen Z employees: A regression analysis. Journal of Leadership, Accountability and Ethics, 18(3), 147–159. Retrieved from https://www.proquest.com/scholarly-journals/factors-impacting-work-engagement-gen-z-employees/docview/2561986429/se-2
Leiter, M.P., & Bakker, A.B. (2010). Work engagement: A handbook of essential theory and research. Taylor & Francis. Retrieved from https://www.google.com/books/edition/Work_Engagement/IZJ5AgAAQBAJ?hl=en&gbp=1&dq=Work+engagement:+A+handbook+of+essential+theory+and+research.&pg=PP1&printsec=frontcover
Lester, S.W., Standifer, R.L., Schultz, N.J., & Windsor, J.M. (2012). Actual versus perceived generational differences at work. Journal of Leadership & Organizational Studies, 19(3), 341–354. doi:10.1177/1548051812442747
Lindström, J., Rapp, B., & Lindström, J. (1996). On costs in teleworking. International Transactions in Operational Research, 3(1), 51–63. https://doi.org/10.1111/j.1475-3995.1996.tb00035.x
Lupton, P., & Haynes, B. (2000). Teleworking–the perception-reality gap. Facilities, 18(7/8), 323–328. https://doi.org/10.1108/02632770010340726
Macy, B.A., & Mirvis, P.H. (1976). A methodology for assessment of quality of work life and organizational effectiveness in behavioral-economic terms. Administrative Science Quarterly, 21(2), 212–226. https://doi.org/10.2307/2392043
Makhmut, K.D.I., Armanu, & Kurniawati, D.T. (2023). Mediating employee engagement at the Pratama Tax Services Office in East Java III: The effect of employee engagement and organizational culture on employee performance. International Journal of Research in Business and Social Science, 12(1), 110–120. DOI: 10.20525/ijrbs.v12i1.2270
Martin, T.N., & Ottemann, R. (2016). Generational workforce demographic trends and total organizational rewards which might attract and retain different generational employees. Journal of Behavioral and Applied Management, 16(2), 91–115. Retrieved from https://jbam.scholasticahq.com/article/1160-generational-workforce-demographic-trends-and-total-organizational-rewards-which-might-attract-and-retain-different-generational-employees
Maslach, C., Schaufeli, W.B., & Leiter, M.P. (2001). Job burnout. Annual Review of Psychology, 52(1), 397–422. https://doi.org/10.1146/annurev.psych.52.1.397
May, D.R., Gilson, R.L., & Harter, L.M. (2004). The psychological conditions of meaningfulness, safety, and availability and the engagement of the human spirit at work. Journal of Occupational and Organizational Psychology, 77(1), 11–37. https://doi.org/10.1348/096317904322915892
McDaniel, B.T., O’Connor, K., & Drouin, M. (2021). Work-related technoference at home and feelings of work spillover, overload, life satisfaction, and job satisfaction. International Journal of Workplace Health Management, 14(5), 526–541. https://doi.org/10.1108/IJWHM-11-2020-0197
Mohr, K.A., & Mohr, E.S. (2017). Understanding Generation Z students to promote a contemporary learning environment. Journal on Empowering Teaching Excellence, 1(1). https://doi.org/10.15142/T3M05T
Nazir, O., & Islam, J.U. (2017). Enhancing organizational commitment and employee performance through employee engagement: An empirical check. South Asian Journal of Business Studies, 6(1), 98–114. https://doi.org/10.1108/SAJBS-04-2016-0036
Nilles, J. (1992). Teleworking: Working closer to home. Technology Review, 85(3), 56–62. Retrieved from https://www.proquest.com/magazines/teleworking-working-closer-home/docview/195341992/se-2
Nilles, J.M., Carlson, F.R., Gray, P., & Hanneman, G. (1976). Telecommuting—An alternative to urban transportation congestion. IEEE Transactions on Systems, Man, and Cybernetics, 6(2), 77–84. doi: 10.1109/TSMC.1976.5409177
O’Bannon, G. (2001). Managing our future: The generation X factor. Public Personnel Management, 30(1), 95–110. https://doi.org/10.1177/009102600103000109
O’Brien, J. (2018). “Flexible work” the new normal for fourth industrial revolution: Hays. Retrieved from https://www.cio.com/article/213688/flexible-work-the-new-normal-for-fourth-industrial-revolution-hays.htm
Obuobisa-Darko, T. (2020). Ensuring employee task performance: Role of employee engagement. Performance Improvement, 59(8), 12–23. https://doi.org/10.1002/pfi.21929
Ordóñez Parada, A.I. (2018). Factors that influence job satisfaction of teleworkers: Evidence from Mexico. Global Journal of Business Research, 12(1), 41–49. Retrieved from https://ssrn.com/abstract=3210868
Pamungkas, W., Nadia, T.B., Haryanto, R., & Gundai, W. (2023). Factors affecting millennials’ job turnover intention during the implementation of work from home. Revista de Cercetare Si Interventie Sociala, 80, 139–160. Retrieved from https://www.proquest.com/scholarly-journals/factors-affecting-millennials-job-turnover/docview/2845456820/se-2
Parment, A. (2013). Generation Y vs. Baby Boomers: Shopping behavior, buyer involvement and implications for retailing. Journal of Retailing and Consumer Services, 20(2), 189–199. https://doi.org/10.1016/j.jretconser.2012.12.001
Pasko, R., Maellaro, R., & Stodnick, M. (2021). A study of millennials’ preferred work-related attributes and retention. Employee Relations, 43(3), 774–787. https://doi.org/10.1108/ER-05-2020-0224
Pass, S., & Ridgway, M. (2022). An informed discussion on the impact of COVID-19 and “enforced” remote working on employee engagement. Human Resource Development International, 25(2), 254–270. https://doi.org/10.1080/13678868.2022.2048605
Pataki-Bittó, F., & Kapusy, K. (2021). Work environment transformation in the post COVID-19 based on work values of the future workforce. Journal of Corporate Real Estate, 23(3), 151–169. https://doi.org/10.1108/JCRE-08-2020-0031
Patterson, C.K. (2007). The impact of generational diversity in the workplace. Diversity Factor (Online), 15(3), 17–22. Retrieved from https://www.proquest.com/trade-journals/impact-generational-diversity-workplace/docview/213963610/se-2
Pavlik, A. (2020). Humanize the experience, be flexible when it comes to remote working arrangements. The Successful Registrar, 20(4), 1–5. https://doi.org/10.1002/tsr.30717
Pech, R.J., & Slade, B. (2006). Employee disengagement: Is there evidence of a growing problem? Handbook of Business Strategy, 7(1), 21–25. doi: 10.1108/10775730610618585
Pilcher, J. (1994). Mannheim’s sociology of generations: An undervalued legacy. British Journal of Sociology, 45(3), 481–495. https://doi.org/10.2307/591659
Pitt-Catsouphes, M., & Matz-Costa, C. (2008). The multi-generational workforce: Workplace flexibility and engagement. Community, Work and Family, 11(2), 215–229. https://doi.org/10.1080/13668800802021906
Popli, S., & Rizvi, I.A. (2015). Exploring the relationship between service orientation, employee engagement and perceived leadership style: A study of managers in the private service sector organizations in India. Journal of Services Marketing, 29(1), 59–70. https://doi.org/10.1108/jsm-06-2013-0151
Rafiki, M., & Hartijasti, Y. (2022). Generational differences in dimensions of work values of Indonesian permanent employees. Advances in Economics, Business, and Management Research, 647, 298–304. https://doi.org/10.2991/aebmr.k.220304.039
Rahardyan, T.M., Bakri, M.R., & Utami, A. (2023). Generation gap in fraud prevention: Study on Generation Z, Generation X, millennials, and boomers. International Journal of Research in Business and Social Science, 12(3), 361–375. https://doi.org/10.20525/ijrbs.v12i3.2566
Rahman, S.M. (2020). Relationship between job satisfaction and turnover intention: Evidence from Bangladesh. Asian Business Review, 10(2), 99–108. https://doi.org/10.18034/abr.v10i2.470
Ramakrishnan, S., & Arokiasamy, L. (2019). Flexible working arrangements in Malaysia: A study of employee performance on white-collar employees. Global Business and Management Research, 11(1), 551–559. Retrieved from https://www.proquest.com/docview/2236125482?pq-origsite=gscholar&fromopenview=true
Rapert, M.I., & Wren, B. M. (1998). Reconsidering organizational structure: A dual perspective of frameworks and processes. Journal of Managerial Issues, 10(3), 287–302. Retrieved from http://www.jstor.org/stable/40604200
Rich, B.L., LePine, J.A., & Crawford, E.R. (2010). Job engagement: Antecedents and effects on job performance. Academy of Management Journal, 53(3), 617–635. https://doi.org/10.5465/amj.2010.51468988
Rodríguez-Muñoz, A., Sanz-Vergel, A.I., Demerouti, E., & Bakker, A.B. (2014). Engaged at work and happy at home: A spillover–crossover model. Journal of Happiness Studies, 15, 271–283. https://doi.org/10.1007/s10902-013-9421-3
Ryder, N.B. (1985). The cohort as a concept in the study of social change. In Cohort analysis in social research: Beyond the identification problem (pp. 9–44). Springer. https://doi.org/10.1007/978-1-4613-8536-3_2
Saks, A.M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600–619. https://doi.org/10.1108/02683940610690169
Saks, A.M. (2019). Antecedents and consequences of employee engagement revisited. Journal of Organizational Effectiveness, 6(1), 19–38. https://doi.org/10.1108/JOEPP-06-2018-0034
Salahuddin, M.M. (2010). Generational differences impact on leadership style and organizational success. Journal of Diversity Management, 5(2), 1–6. https://doi.org/10.19030/jdm.v5i2.805
Saratun, M. (2016). Performance management to enhance employee engagement for corporate sustainability. Asia-Pacific Journal of Business Administration, 8(1), 84–102. https://doi.org/10.1108/apjba-07-2015-0064
Schaufeli, W.B., & Bakker, A.B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25(3), 293–315. https://doi.org/10.1002/job.248
Schaufeli, W.B., & Bakker, A.B. (2004). Utrecht work engagement scale: Preliminary manual. Occupational Health Psychology Unit, Utrecht University, 26(1), 1–60. Retrieved from https://www.wilmarschaufeli.nl/publications/Schaufeli/Test%20Manuals/Test_manual_UWES_English.pdf
Schaufeli, W.B., Bakker, A.B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire. Educational and Psychological Measurement, 66(4), 701–716. https://doi.org/10.1177/0013164405282471
Schaufeli, W.B., Salanova, M., González-Romá, V., & Bakker, A.B. (2002). The measurement of engagement and burnout: A two sample confirmatory factor analytic approach. Journal of Happiness Studies, 3, 71–92. doi: 10.1023/A:1015630930326
Schroth, H. (2019). Are you ready for Gen Z in the workplace? California Management Review, 61(3), 5–18. https://doi.org/10.1177/0008125619841006
Schullery, N.M. (2013). Workplace engagement and generational differences in values. Business Communication Quarterly, 76(2), 252–265. https://doi.org/10.1177/1080569913476543
Seemiller, C., Grace, M., dal Bó Campagnolo, P., Mara da Rosa Alves, I., & Severo de Borba, G. (2019). How Generation Z college students prefer to learn: A comparison of U.S. and Brazil students. Journal of Educational Research and Practice, 9(1), 349–368. https://doi.org/10.5590/JERAP.2019.09.1.25
Sesen, H., & Donkor, A. A. (2023). Job crafting, job boredom and generational diversity: Are millennials different from Gen Xs? Sustainability, 15(6), 5058. https://doi.org/10.3390/su15065058
Shuck, B. (2011). Four emerging perspectives of employee engagement: An integrative literature review. Human Resource Development Review, 10, 304–328. doi: 10.1177/1534484311410840
Smola, K.W., & Sutton, C.D. (2002). Generational differences: Revisiting generational work values for the new millennium. Journal of Organizational Behavior, 23(4), 363–382. doi: 10.1002/job.147
Stasiła-Sieradzka, M., Sanecka, E., & Turska, E. (2023). Not so good hybrid work model? Resource losses and gains since the outbreak of the COVID-19 pandemic and job burnout among non-remote, hybrid, and remote employees. International Journal of Occupational Medicine and Environmental Health, 36(2), 229–249. https://doi.org/10.13075/ijomeh.1896.02026
Strauss, W., & Howe, N. (1991). Generations: The history of America’s future, 1584 to 2069. William Morrow.
Strauss, W., & Howe, N. (2009). Millennials rising: The next great generation. Knopf Doubleday Publishing Group.
Suan Choo, L., Mat, N., & Al-Omari, M. (2013). Organizational practices and employee engagement: A case of Malaysia electronics manufacturing firms. Business Strategy Series, 14(1), 3–10. https://doi.org/10.1108/17515631311295659
Subramaniam, G., Maniam, B., & Ali, E. (2013). Do flexible working arrangements impact working women’s well-being? Journal of Academy of Business and Economics, 13(2), 79–84. https://doi.org/10.18374/jabe-13-2.8
Sytch, M., & Greer, L.L. (2020). Is your organization ready for permanent WFH? Harvard Business Review. Retrieved from https://www.researchgate.net/profile/Maxim-Sytch/publication/355360427_Is_Your_Organization_Ready_for_Permanent_WFH/links/616c1cfd039ba2684453f995/Is-Your-Organization-Ready-for-Permanent-WFH.pdf
Teo, T.S., & Lim, V.K. (1998). Factorial dimensions and differential effects of gender on perceptions of teleworking. Women in Management Review, 13(7), 253–263. https://doi.org/10.1108/09649429810237105
Tett, R. P., & Meyer, J. P. (1993). Job satisfaction, organisational commitment, turnover intention and turnover: Path analyses based on meta-analytic findings. Personnel Psychology, 46(2), 259–293. https://doi.org/10.1111/j.1744-6570.1993.tb00874.x
Ting, H., Lim, T.Y., de Run, E.C., Koh, H., & Sahdan, M. (2018). Are we Baby Boomers, Gen X and Gen Y? A qualitative inquiry into generation cohorts in Malaysia. Kasetsart Journal of Social Sciences, 39(1), 109–115. https://doi.org/10.1016/j.kjss.2017.06.004
Tolbize, A. (2008). Generational differences in the workplace. Research and Training Center on Community Living, 5(2), 1–21. Retrieved from https://dwashingtonllc.com/pdf/generational_differences_workplace.pdf
Twenge, J. (2017). iGen: Why today’s super-connected kids are growing up less rebellious, more tolerant, less happy–and completely unprepared for adulthood. Atria Paperback.
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. https://doi.org/10.1177/014920630935224
U.S. Bureau of Labor Statistics. (2023). Civilian labor force by age, sex, race, and ethnicity. Retrieved from https://www.bls.gov/emp/tables/civilian-labor-force-summary.htm
Urbain, C., Gonzalez, C., & Gall-ely, M., Le. (2013). What does the future hold for giving? An approach using the social representations of Generation Y. International Journal of Nonprofit and Voluntary Sector Marketing, 17(3), 159–171. https://doi.org/10.1002/nvsm
Vartiainen, M., & Hyrkkänen, U. (2010). Changing requirements and mental workload factors in mobile multi-locational work. New Technology, Work, & Employment, 25(2), 117–135. https://doi.org/10.1111/j.1468-005X.2010.00243.x
Vejar, C. (2008). Generation Y: Educational considerations. EBSCO Research Starters, pp. 1–5.
Wang, B., Liu, Y., Qian, J., & Parker, S.K. (2021). Achieving effective remote working during the COVID‐19 pandemic: A work design perspective. Applied Psychology, 70(1), 16–59. https://doi.org/10.1111/apps.12290
Ward, N., & Shabha, G. (2001). Teleworking: An assessment of socio-psychological factors. Facilities, 19(1/2), 61–71.
Westerman, J.W., & Yamamura, J.H. (2007). Generational preferences for work environment fit: Effects on employee outcomes. Career Development International, 12(2), 150–161. https://doi.org/10.1108/13620430710733631
White, M. (2011). Rethinking generational gaps in the workplace: Focus on shared values. Retrieved from https://www.kenan-flagler.unc.edu/executivedevelopment/about/~/media/C8FC09AEF03743BE91112418FEE286D0.ashx
Wiant, C.J. (1999). Are you listening to your employees? Journal of Environmental Health, 62(3), 51–52. Retrieved from https://www.proquest.com/scholarly-journals/are-you-listening-your-employees/docview/219716076/se-2
Wiedmer, T. (2015). Generations do differ: Best practices in leading Traditionalists, Boomers, and Generations X, Y, and Z. Delta Kappa Gamma Bulletin, 82(1), 51–58. Retrieved from https://www.proquest.com/openview/712ca7200529c4e38d54bde5a0a7257f/1?pq-origsite=gscholar&cbl=47978
Wikaningtyas, S.U., Tjahjono, H.K., Suprihanto, J., & Muafi. (2023). Turnover intention model: Self-determination theory approach: Acces la Success. Calitatea, 24(194), 166–176. https://doi.org/10.47750/QAS/24.194.20
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. https://doi.org/10.1108/02683940810904376
Wontorczyk, A., & Rożnowski, B. (2022). Remote, hybrid, and on-site work during the SARS-CoV-2 pandemic and the consequences for stress and work engagement. International Journal of Environmental Research and Public Health, 19(4). https://doi.org/10.3390/ijerph19042400
Zabel, K.L., Biermeier-Hanson, B., Baltes, B.B., Early, B.J., & Shepard, A. (2017). Generational differences in work ethic: Fact or fiction? Journal of Business and Psychology, 32(3), 301–315. https://doi.org/10.1007/s10869-016-9466-5
Zemke, R., Raines, C., & Filipczak, B. (2022). Generations at work: Managing the clash of Veterans, Boomers, Xers and Nexters in your workplace (2nd Ed.). HarperCollins Leadership.
