Generations and commitment in different Brazilian human resource management contexts [doi: 10.21529/RECADM.2017005]

Rodrigo Cunha da Silva, Joel Souza Dutra, Elza Fátima Rosa Veloso, Leonardo Nelmi Trevisan
DOI: https://doi.org/10.21529/RECADM.2017005

Abstract

The purpose of this study is to analyze human resource management in organizations operating in Brazil, in connection to generational issues and commitment. A multi-case study was carried out in two companies: Dow and Promon. Questionnaires were applied to 331 Dow employees (out of a total population of 2465) and 298 Promon employees (out of a total population of 1800). As for generational management, results demonstrated that such management is not carried out in a formal manner, but rather takes place only informally through other programs that achieve this duty indirectly. At Promon, hierarchical position causes such a variation, whereas in Dow it is due to time at the company. Such differences are explained by the particular characteristics of the organizations. Such management takes place only informally, through other programs that achieve this duty indirectly. From this result, and from the display of the importance of productive coexistence among generations, the need for implementing formal policies that fulfill such a need can be observed. Generally speaking, although there is evidence of age-based generational differences in Brazil, there is evidence that human resource policies and practices, though not geared towards generational management, have the potential to make people commit in a similar manner, irrespective of their age.

 

Keywords

Generations; Human resource management; Commitment.


Keywords

Generations; Human resource management; Commitment

Compartilhe

References


Bambacas, M., & Patrickson, M. (2008). Interpersonal communication skills that enhance organisational commitment. Journal of Communication Management, 12 (1), 51-72.

Bardin, L. (2002). Análise de conteúdo, Lisboa: Edições 70.

Benson, J., & Brown, M. (2011). Generations at work: are there differences and do they matter?. International Journal of Human Resource Management, 22 (9), 1843-1865.

Bowen, d. e. & Ostroff, C. (2004). Understanding HRM–firm performance linkages: the role of the “strength” of the HRM system. Academy of Management Review, 29 (2), 203-221.

Burns, t. and Stalker, G. M. (1961). The management of innovation. London: Tavistock.

Cennamo, l., & Gardner, D. (2008). Generational differences in work values, outcomes and person-organisation values fit”. Journal of Managerial Psychology, 23 (8), 891-906.

Cohen, A. (2007). Commitment before and after: An evaluation and reconceptualization of organizational commitment. Human Resource Management Review, 17, 336–354.

Costanza, D. P., Badger, J. M., Fraser, R. L., Severt, J. B. & Gade, P. A. (2012). Generational Differences in Work-Related Attitudes: A Meta-analysis. Journal of Business and Psychology, 27 (4), 375-394.

D’Amato, A. & Herzfeldt, R. (2008). Learning orientation, organizational commitment and talent retention across generations: A study of European managers. Journal of Managerial Psychology, 23(8), 929-953.

Downey, H.K., & Ireland, R.D. (1979). Quantitative versus qualitative: the case of environmental assessment in organizational studies. Administrative Science Quarterly, 2 (4), 630- 637.

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), 907-928.

Eisenhardt, K. M. (1989). Building theories from case study research. Academy of Management Review, 14 (4), 532- 550.

Fiuza, G. D. (2010). Políticas de gestão de pessoas, valores pessoais e justiça organizacional, Revista de Administração Mackenzie- RAM, 11 (5), 55-8.

Gibbert, M., Ruigrok, W., & Wicki, B. (2008). What passes as a rigorous case study? Strategic Management Journal, 29 (1), 1465-1474.

Howe, N., & Strauss, W. (2007). The next 20 years: How customer and workforce attitudes will evolve. Harvard Business Review, July–August, 41–52.

Joshi, A., Dencker, J. C., Franz, G., & Martocchio, J. J. (2010). Unpacking generational identities in organizations. Academy of Management Review, 35 (3), 392-414.

Kanter, R. (1968). Commitment and social organization: a study of commitment mechanisms in utopian communities. American Sociological Review, 33 (4), 499-517.

Kultalahti, S. Viitala, R. (2015). Generation Y – challenging clients for HRM? Journal of Managerial Psychology, 30 (1), 101-114.

Lepak, D. P., & Shaw, J. D. (2008). Strategic HRM in North America: Looking to the future. The International Journal of Human Resource Management, 19 (8), 1486-1499.

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.

Macky, K., Gardner, D., & Forsyth, S. (2008). Generational differences at work: Introduction and overview. Journal of Managerial Psychology, 23 (8), 857-861.

Mannheim, K. (1952). The problem of generations. In: KECSKEMETI P. (Org.). Essays on the Sociology of Knowledge. London: Routledge, Kegan Paul.

Martín-Alcázar, F., Romero-Fernández, P. M., & Sánchez-Gardey, G. (2005). Strategic human resource management: Integrating the universalistic, contingent, configurational and contextual perspectives. The International Journal of Human Resource Management, 16 (5), 633–659.

Mcguire, D., Todnem, R., & Hutchings, K. (2007). Towards a model of human resource solutions for achieving intergenerational interaction in organisations. Journal of European Industrial Training, 31 (8), 592-608.

Meister, J. C., & Willyerd, K. (2010). The 2020 Workplace: How innovative companies attract, develop, and keep tomorrow’s employees today. New York: Harper Business, p. 294.

Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, l, 61-89.

Miles, M. B. and Huberman, A. M. (1994). Qualitative data analysis: an expanded sourcebook. Thousand Oaks, CA: Sage Publications

Mischel, W. (1973). Toward a cognitive social learning reconceptualization of personality. Psychological Review, 80 (4), 252-283.

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.

Silva, R. C., Dutra, J. S., Veloso, E. F. R., Fischer, A. L., & Trevisan, L. N. (2015). Generational perceptions and their influences on organizational commitment. Management Research: The Journal of the Iberoamerican Academy of Management, 13 (1), 5-30.

Silva, R. C., Trevisan, L. N., Veloso, E., Dutra, J. (2016). Career anchors and values from different career management perspectives. Revista Brasileira de Gestão de Negócios, 18 (59), 145-162.

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.

Solinger, O., Olffen, W., & Roe, R. (2008). Beyond the three-component model of organizational commitment. Journal of Applied psychology, 93 (1), 70-83.

Swailes, S. (2002). Organizational commitment: a critique of the construct and measures, International Journal of Management Reviews, 4 (2), 155-178.

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.

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.

Veloso, E. F. R. (2012). É possível negar a existência da geração Y no Brasil? Revista Organizações e Sociedade, 19 (63), 745-747.

Veloso, E. F. R., Silva, R. C., & Dutra, J. S. (2012). Diferentes Gerações e Percepções sobre Carreiras Inteligentes e Crescimento Profissional nas Organizações. Revista Brasileira de Orientação Profissional, 13 (2), 197-207.

Weller, W. (2010). A atualidade do conceito de gerações de Karl Mannheim. Revista Sociedade e Estado, 25 (2), 205-224.

Werbel, J. D., & Demarie, S. M. (2005). Aligning strategic human resource management and person–environment fit. Human Resource Management Review, 15, 247–262.

Westerman, J. W., & Yamamura, J. H. (2007). Generational preferences for work environment fit: Effects on employee outcomes. Career Development International, 12 (2), 150-161.

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.

Yin, R. K. (2001). Estudo de caso – planejamento e métodos. Porto Alegre: Bookman, p. 89-91.

Zeffane, R., Tipu, S.A., & Ryan, J. C. (2011). Communication, Commitment & Trust: Exploring the Triad. International Journal of Business and Management, 6 (6), 77-87.

Zemke, R., Raines, C., & Filipczak, B. (2000). Generations at work: Managing the clash of veterans, boomers, xers, and nexters in your workplace. Nova York: Amacom, p. 280




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