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Rai, Soumi
- Work Values & Job Attitudes: A Study of Gen Y in Public Sector
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Authors
Affiliations
1 Associate Professor (HRM & OB) & Ruchika Yadav, IN
2 Associate Professor in National Institute of Construction Management, Pune., IN
1 Associate Professor (HRM & OB) & Ruchika Yadav, IN
2 Associate Professor in National Institute of Construction Management, Pune., IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 57, No 1 (2021), Pagination: 142-157Abstract
Entry of Generation Y (Gen Y) employees into the workforce has challenged the conventional managerial practices in organizations. Characteristics of Gen Y are in sharp contrast with the way public sector organizations function. Gen Y is fast, independent, and desires flexible work environment. Public sector organizations, on the other hand, are mostly bound by rigid rules and regulations laid down by the government. This study investigates the differing work values, workplace behaviors, and job attitudes of Gen Y working in public sector organizations. Results indicate that Indian Gen Y employed in the public sector give more importance to extrinsic and power/prestige work values, and their intention to leave the organization is not correlated to commitment.
References
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Abstract Views :205 |
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Authors
Affiliations
1 National Institute of Construction Management and Research (NICMAR), 25/1, Balewadi, Pune-411045., IN
1 National Institute of Construction Management and Research (NICMAR), 25/1, Balewadi, Pune-411045., IN
Source
Indian Journal of Industrial Relations: Economics & Social Dev., Vol 57, No 4 (2022), Pagination: 612-629Abstract
A conceptual model was developed by reviewing literature and then validated for Indian Generation Y employees within the age cohort of 20–30 years working in the Indian construction sector. The model empirically examined the influence of work values (extrinsic, intrinsic, status-related, freedom-related, and social-related) to perceived organizational support (POS) alongside its further influence on job attitudes - affective commitment (AC), felt obligation (FO), job satisfaction (JS) and turnover intention (TI) from 320 valid responses. The study establishes that this connected, unconventional generation seeks to balance both extrinsic and intrinsic values. Being transactional, they value organizational support towards achieving individual goals but will not shy away from taking up viable and promising opportunities if it comes their way.
Keywords
No KeywordsReferences
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