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Treball de fi de màsterData de publicació
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Si us plau utilitzeu sempre aquest identificador per citar o enllaçar aquest document: https://hdl.handle.net/2445/145638
Human Resources Management practices for Organizational Commitment
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[eng[ Purpose The purpose of this study was to investigate the effect of generational, contextual and individual influences on Millennials‟ career expectations in order to evidence their needs and create a commitment strategy to enhance their Loyalty through job satisfaction.
Design/methodology/approach A sample of Millennials employees (N=100) filled out a questionnaire regarding their psychological contract expectations according to their employment deal and loyalty to their companies. Data were analyzed with SPSS and was determined for the basis of the developed strategic plan.
Findings From the seven scales studied, career development is the only variable influencing early-careers‟ loyalty. However their expectations regarding job content and social atmosphere remain high, suggesting that the focus for commitment‟ strategy is career development and job content, with other situational side factors as social atmosphere, work life balance, job security, financial rewards and training.
Implications This study suggests that companies need to focus their resources on motivational factors rather than situational or hygiene side factors in order to meet Millennials‟ high expectations regarding their development and careers. Thus, investment in situational factors will not determine their intention to leave or to stay.
Originality/value This study put together Millennials‟ needs, VUCA characteristics and the impact of digital transformation to clarify the current contextual situation and the effects of it on today‟s organizations.
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Treballs Finals del Màster de Gestió i Desenvolupament de Persones i Equips en les Organitzacions, Facultat de Psicologia, Universitat de Barcelona, Curs: 2018-2019, Tutor: Carlos Royo
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RIUS BOSCH, Carolina. Human Resources Management practices for Organizational Commitment. [consulta: 3 de desembre de 2025]. [Disponible a: https://hdl.handle.net/2445/145638]