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Article
Publication date: 21 June 2023

Steffen Raub, Margarita Cruz, Jens Gorka, Demian Hodari and Lionel Saul

In the wake of COVID-19, the cruise industry is experiencing an unprecedented talent management challenge. Extant research suggests a broad range of work values that may attract…

Abstract

Purpose

In the wake of COVID-19, the cruise industry is experiencing an unprecedented talent management challenge. Extant research suggests a broad range of work values that may attract job candidates to the cruise industry. The purpose of this study is to assess whether there are significant differences in the importance ratings of these work values for the millennials, compared to those of the preceding generation X.

Design/methodology/approach

With the support of a leading recruitment agency, the authors obtained responses to an online survey of 1,320 job candidates, of whom 830 were millennials. Using a quantitative approach, the authors asked them to assess the importance of eight work value domains. The authors ranked these domains for the millennials and for generation X and compared mean importance ratings using t-tests.

Findings

The results of this study reveal that differences between millennials and generation X in the ranking of the eight work value domains do exist. The authors did not find support for any systematic differences in terms of “extrinsic” versus “intrinsic” work values. However, the results show that the importance of “ego-driven” work values (e.g. support, development, compensation, work–life balance and comfort) is significantly higher for millennials. Conversely, for the more “altruistic” factors, there are no significant differences between the two generations.

Originality/value

Based on a very large sample of job candidates from the cruise industry, the results support the predictions of generational theories. The authors show that differences in work value ratings between generation X and the millennials exist. The authors also provide a novel perspective on the dimensions along which these differences materialize.

设计/方法/方法

在一家领先的招聘机构的支持下, 我们对1320名求职者进行了在线调查, 其中830名是千禧一代。利用定量方法定量评估求职者八个工作价值域的重要性。对千禧一代和X一代的这些领域进行了排名, 并使用t检验重要性评分平均值。

目的

新冠肺炎疫情后, 邮轮行业面临着前所未有的人才管理挑战。现有的研究表明, 广泛的工作价值观可能会吸引求职者进入邮轮行业。本研究的目的是评估千禧一代对这些工作价值的重要性评分与上一代X相比是否存在显著差异。

研究发现

研究结果显示, 千禧一代和X一代在这八个工作价值领域的排名上确实存在差异。在“外在”和“内在”工作价值方面, 没有任何系统差异的证据支持。然而, 研究结果指出, “自我驱动”的工作价值观(如支持、发展、薪酬、工作与生活的平衡和舒适)对千禧一代的重要性明显更高。相反, 对于更“利他”的因素, 两代人之间没有显著差异。

创意/价值

基于邮轮行业的大量求职者样本, 结果支持代际理论的预测。研究表明, X一代和千禧一代在工作价值评价上存在差异。还提供了一个关于这些差异实现维度的新视角。

Diseño/metodología/enfoque

Con el apoyo de una importante agencia de contratación, se obtuvieron respuestas a una encuesta online de 1.320 candidatos a un puesto de trabajo, de los cuales 830 eran de la generación del milenio (milenials). A partir de un enfoque cuantitativo, se preguntó que evaluaran la importancia de ocho dimensiones sobre valores laborales. Se clasificaron estas dimensiones para los milenials y para la generación X y se compararon las valoraciones medias de su importancia mediante pruebas t.

Objetivo

A raíz del Covid-19, el sector de los cruceros está experimentando un reto de gestión del talento sin precedentes. La investigación existente sugiere una amplia gama de valores laborales que pueden atraer a los candidatos al sector de los cruceros. El objetivo de esta investigación es evaluar si existen diferencias significativas en las puntuaciones sobre la importancia de estos valores laborales para los millenials, en comparación con los de la generación X precedente.

Resultados

Nuestros resultados revelan que existen diferencias entre los milenials y la generación X en la clasificación de las ocho dimensiones sobre valores laborales. No se encuentra apoyo para ninguna diferencia sistemática en términos de valores laborales “extrínsecos” frente a “intrínsecos”. Sin embargo, nuestros resultados muestran que la importancia de los valores laborales “impulsados por el ego” (por ejemplo, el apoyo, el desarrollo, la retribución, el equilibrio entre la vida laboral y personal y la comodidad) es significativamente mayor para los milenials. Por el contrario, para los factores más “altruistas” no hay diferencias significativas entre las dos generaciones.

Originalidad/valor

Basándonos en una muestra muy amplia de candidatos a un puesto de trabajo en el sector de los cruceros, nuestros resultados respaldan las predicciones de las teorías generacionales. Se demuestra que existen diferencias en las valoraciones del trabajo entre la generación X y los milenials. También, se aporta una perspectiva novedosa sobre las dimensiones a lo largo de las cuales se materializan estas diferencias.

Article
Publication date: 24 April 2020

Rodrigo Silva, Joel Dutra, Elza Fátima Rosa Veloso and Leonardo Trevisan

The purpose of this study is to analyze the effect of the relationship between leadership and engagement on the individual performance of Millennial generation professionals.

Abstract

Purpose

The purpose of this study is to analyze the effect of the relationship between leadership and engagement on the individual performance of Millennial generation professionals.

Design/methodology/approach

A survey was carried out with higher education business school students in Brazil. The sampling procedure involved a convenience selection of Millennial generation professionals who are employed and have recently undergone a performance evaluation process. The professionals answered a questionnaire about their perception of an empowering and directive leader, engagement, human resource practices and performance.

Findings

The authors demonstrated the potential of leaders to generate engagement and influence performance, showing the need for companies to become involved in the leadership process by defining appropriate leader profiles and establishing clear practices and criteria for their actions with regard to Millennial generation.

Practical implications

The potential of empowering leadership to generate engagement, and that of directive leadership to influence performance, show the need for companies to become involved in the leadership process by defining appropriate leader profiles and establishing clear criteria for their actions toward Millennial generation.

Originality/value

In Brazil, empowering leaders do not directly influence their subordinates’ performance, unlike what was found in previous studies. Thus, it may be that they also do not perceive, or are not working in, more flexible or participative workplaces, which interferes with the perception of the direct relationship between the leadership’s actions and their personal performance.

Propósito

El propósito de este estudio es analizar el efecto de la relación entre el liderazgo y compromiso en el desempeño individual de los profesionales de la generación Milenial.

Diseño/metodología/enfoque

Se realizó una encuesta con estudiantes de educación superior específicamente de escuelas de negocios de Brasil. El procedimiento de involucró una muestra de conveniencia de empleados profesionales de la generación Milenial y recientemente se han sometido a un proceso de evaluación de desempeño. Los profesionales respondieron un cuestionario sobre su percepción sobre un líder empoderado y directivo, el compromiso, prácticas de recursos humanos y desempeño.

Hallazgos

Los autores demostraron el potencial de los líderes para generar compromiso e influencia en el desempeño, mostrando la necesidad de que las empresas se involucren en el proceso de liderazgo definiendo perfiles de líderes apropiados y estableciendo prácticas y criterios claros para sus acciones con respecto a la generación Milenial.

Implicaciones prácticas

el potencial de empoderar al liderazgo para generar compromiso, y el del liderazgo directivo para influir en el desempeño, muestra la necesidad de que las empresas se involucren en el proceso de liderazgo definiendo perfiles de líder apropiados y estableciendo criterios claros para sus acciones hacia la generación Milenial.

Originalidad/valor

en Brasil, el empoderamiento de los líderes no influye directamente en el desempeño de sus subordinados, a diferencia de lo que se encontró en estudios anteriores. Así, puede ser que tampoco perciban o no estén trabajando en lugares de trabajo más flexibles o participativos, lo que interfiere en la percepción de la relación directa entre las acciones del liderazgo y su desempeño personal.

Objetivo

O objetivo deste estudo é analisar o efeito da relação entre liderança e comprometimento no desempenho individual dos profissionais da geração Milênio.

Desenho/metodologia/abordagem

Foi realizada uma pesquisa com alunos do ensino superior especificamente em escolas de negócios no Brasil. O procedimento envolveu uma amostra de conveniência de funcionários profissionais da geração Milênio que passaram recentemente por um processo de avaliação de desempenho. Os profissionais responderam a um questionário sobre a percepção de um líder empoderador e diretivo, engajamento, práticas de recursos humanos e desempenho.

Resultados

Os autores demonstraram o potencial dos líderes para gerar engajamento e influência no desempenho, mostrando a necessidade das empresas se envolverem no processo de liderança, definindo perfis de liderança adequados e estabelecendo práticas e critérios claros para suas ações em relação a geração Milênio.

Implicações práticas

o potencial da liderança empoderadora para gerar engajamento e a liderança diretiva para influenciar o desempenho mostra a necessidade das empresas se envolverem no processo de liderança, definindo perfis de líderança adequados e estabelecendo critérios claros para suas ações para a geração Milênio.

Originalidade/valor

no Brasil, uma liderança empoderadora não influencia diretamente no desempenho de seus liderados, ao contrário do que foi encontrado em estudos anteriores. Assim, pode ser que os respondentes percebam ou não estejam trabalhando em ambientes de trabalho mais flexíveis ou participativos, o que interfere na percepção da relação direta entre as ações de liderança e seu desempenho.

Article
Publication date: 30 November 2023

Ana Isabel Jiménez-Zarco, M Dolores Mendez-Aparicio and Alicia Izquierdo-Yusta

The purpose of this paper is to analyze the life history of the Spanish Generation X over the last five decades.

Abstract

Purpose

The purpose of this paper is to analyze the life history of the Spanish Generation X over the last five decades.

Design/methodology/approach

Considering that the generational cohort concept can be identified from the marketing side as a market segment, this paper proposes to analyze the socio-economic and cultural context that has marked the different life stages of Generation X, and how they have related to brands according to their needs, desires and aspirations.

Findings

The results show that the customer journey can be considered a circular concept. The customer’s relationship with the brand can begin in childhood and continue into adulthood, such that the emotional relationship established with the brand as a child influences purchase decisions in adulthood.

Research limitations/implications

Although limited to the analysis of Generation X and its relationship with brands, this paper shows the importance of knowing the socio-economic, legal and cultural context of a generation.

Practical implications

As a business implication, the importance of remarketing is evident as a business strategy that reinforces the emotional connection between the brand and the different generations.

Social implications

From a social point of view, this paper shows the power of brands as an element of self-expression of the needs, tastes or preferences of individuals is evident.

Originality/value

This paper offers a different and innovative vision of the customer journey, taking into account the individual’s life cycle, and the way in which at each stage of life, he/she relates to brands in a different way.

Details

Journal of Historical Research in Marketing, vol. 16 no. 1
Type: Research Article
ISSN: 1755-750X

Keywords

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