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The Effect of Intergenerational Differences on Employee Behavior

Year 2021, Volume: 5 Issue: 2, 50 - 88, 30.09.2021

Tutku Topçu , Erdem Kırkbeşoğlu

Abstract

Aim: The main purpose of this study is to determine the differences in the behaviors of the employees belonging to the X and Y generations in business life and the effect of these behaviors on organizational commitment.
Method: Data were collected from a total of 270 individuals, 174 X generation and 96 Y generation, who are older than 18 years of age and have an active working life, by questionnaire method. The data obtained in the research were evaluated using SPSS 21.0 and AMOS 21.0 program.
Results: As a result of the analysis, it was determined that organizational commitment, person-organization fit, career development, wage justice and organizational justice perceptions differed according to generations, while it was concluded that there was a significant effect on the effect of person-organization fit on organizational commitment, but there was no intergenerational differentiation.
Conclusion and Contributions: This study contributes to the literature by revealing the differences in the behavior of employees from the perspectives of the X and Y generations on business life and the differences in the effects of this situation on organizational commitment. With this; It has been concluded that the variables of person-organization fit, career development, wage justice and organizational justice perceptions have almost a high effect on organizational commitment.
Limitations: In general, data were obtained from individuals with a high level of education. It is predicted that education and industry variables may also affect the differentiation between generations.

Keywords

Generation X and Y Organizational Commitment Person-Organization Fit , Person-Organization Fit Career Development Wage and Perception of Organizational Justice

References

  • Allen, N. J., & Meyer, J. P. (1990). The Measurement and Antecedents of Affective, Continuance and Normative Commitment To The Organization. Journal of Occupational Psychology, 1-18.
  • Bağcı, Z. (2013). Çalışanların Örgütsel Adalet Algılarının Örgütsel Bağlılıkları Üzerindeki Etkisi: Tekstil Sektöründe Bir İnceleme. Uluslararası Yönetim İktisat ve İşletme Dergisi, , 9 (19).
  • Bal, V. (2014). Örgütsel Adalet ve Örgütsel Bağlılık İlişkisi: Manisa’daki Eğitim Kurumlarında Bir Araştırma. Aksaray Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 6(1), 1-9.
  • Barnett, B. R., & Bradley, L. (2007). The impact of organisational support for career development on career satisfaction. on career satisfaction, 12 (7).
  • Brown, L., Haviland, A., & Morris, S. (1997). Generation X. Contemporary Education, 68 (3).
  • Chatman, J. A. (1989). Improving Interactional Organizational Research: A Model of Person-Organization Fit. The Academy of Management Review, 14 (3), 333-349.
  • Cogin, J. (2011). Are generational differences in work values fact or. The International Journal of Human Resource, 2270.
  • Coupland, D. (1989). The Young and Restless Work Force Following the Baby Boom: Generation X. https://joeclark.org/dossiers/GenerationX.pdf. adresinden alınmıştır.
  • Cropanzana, R., Bowen, D. E., & Gilliland, S. W. (2007). The Management of Organizational Justice. Academy of Management Perspectives, 21 (4).
  • Çetin, C., & Karalar, S. (2016). X, Y ve Z Kuşağı Öğrencilerin Çok Yönlü ve Sınırsız Kariyer Algıları Üzerine Bir Araştırma. Yönetim Bilimleri Dergisi, 163.
  • Danışman, A. Ş., & Gündüz, Ş. (2018, Nisan). X ve Y Kuşaklarının Dışarıdan Kahvaltı Satın Alma Davranış. Atatürk Üniversitesi Sosyal Bilimler Enstitüsü Dergis, 707-728.
  • Demirer, Ö., & Kaya, A. (2020). Kariyer Gelişimi Sürecinin Örgütsel Bağlılık ve İşten Ayrılma Sürecine Etkisi: Yer Hizmetleri Çalışanları Örneği. Business Management Studies: An İnternational Journal, 8 (5), 4175-4210.
  • Dulebohn, J. H., & Martocchio, J. J. (1998). Employee perceptions of the fairness of work group incentive pay plans. Journal of Management, 24 (4), 469-488.
  • Eisner, S. P. (2005). Managing Generation Y. S.A.M. Advanced Management Journal; Corpus Christ, 70 (4).
  • Erkmen, T., & Çelik, Ş. (2007). Kurum İmajını Oluşturan Kurum Kimliği Boyutları Bağlamında Örgüte Bağlılığın İncelenmesi: Üniversite Öğrencileri Üzerine Bir Araştırma. Öneri, 7 (28).
  • Fernandez, S. (2009). Comparing Generation X to Generation Y on work-related beliefs. San Jose State University .
  • Folger, R., & Cropanzo, R. (1998). Organizastion Justice and Human Resource Management. United Kingdom: Thousand Oaks, CA: Sage.
  • Göksel, A., & Güneş, G. (2017). Kuşaklar Arasi Farklılaşma: X ve Y Kuşaklarının Örgütsel Sessizlik Davranışı Bağlamında Analizi. Gazi Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 19 (3), 807 - 828.
  • Groeneveld, R., & Medden, G. (1984). Measuring Skewness and Kurtosis. The Statistician , 33, 391-399.
  • Gürbüz, S. (2015). Kuşak Farklılıkları: Mit mi, Gerçek mi? İş ve İnsan Dergisi, 2(1):39.
  • Heneman, H. G., & Schwab, D. P. (1985). Pay satisfaction: Its multidimensional nature and measurement. International Journal of Psychology, 20(2), 129–141. https://doi.org/10.1080/00207598508247727.
  • Hassan, W., Razi, A., Qamar, R., Jaffir, R., & Suhail, S. (2013). The Effect of Training on Employee Retention. Global Journal of Management and Business Research, 13 (6).
  • Hole, D., Zhong, L., & Schwartz, J. (2010). Talking about whose generation? Why Western generational models can't account for a global workforce. Deloitte Review, 6, 84-97.
  • Howe, N., & Strauss, W. (2007). The Next 20 years: How customer And Workforce Attitudes Will Evolve. Harvard Business Review, 85, 41-52.
  • Huntley, R. (2006). GGeneration Y, Intergenerational relations. Australia: Crows Nest, NSW: Allen ve Unwin.
  • İlhan, Ü. D., Kümbül Güler, B., & Aksaraylı, M. (2019). Çalışma Değerleri ve Örgüte Duygusal Bağlılık:X ve Y Kuşağı Mavi Yakalı Çalışanlar Üzerine Bir Çalışma. Journal of Yasar University, 14 (56), 379-406.
  • Islam, M. A., Cheong, T. W., Yusuf, D. H. M. ve Desa, H. (2011). A study on 'generation y' behaviours at workplace in Penang. Australian Journal of Basic and Applied Sciences, 5(11), 1802-1812.
  • Ismail, M., & Bebenroth, R. (2016). Organizational Justice and Organizational Identification of Millennials in Mergers and Acquisitions: A Conceptual Framework. European Journal of Social Sciences, 51 (4), 397-409.
  • Jaeger, H. (1985). Generations in History: Reflections on a Controversial Concept. History and Theory, 24 (3):273-292.
  • Jayasingam, S., & Ren Yong, J. (2013). Affective commitment among knowledge workers:the role of pay satisfaction and organization. The International Journal of Human Resource Management, 24(20): 3903-3920.
  • Kian, T. S., Wan, F., Wan, Y., & Rajah, S. (2014). Motivation for Generations Cohorts: An Organizational Justice Perspective. International Journal of Management Sciences, 2 (11), 536-542.
  • Kicheva, T. (2017). Management of Employees from Different Generations - Challenge for Bulgarian Managers and HR Professionals. Economic Alternatives, 1, 103-121.
  • Kuvaas, B. (2006). Work performance, affective commitment, and work motivation: the roles of pay administration and pay level. Journal of Organizational Behaviour, 27, 365-385.
  • Leelamanothum, A., Na-Nan, K., & Ngudgratoke, S. (2018). The Influences of Justice and Trust on the Organizational Citizenship Behavior of Generation X and Generation Y. Asian Social Science, 14 (5).
  • Lipkin, N. A. (2009). Y in the workplace : managing the "me first" generation. U.S.A: Franklin Lakes, NJ : Career Press.
  • McCrindle, M. (2018). The Abc of XYZ Understanding Global Generations. Australlia: McCrindle Research Pty Ltd.
  • Mercan, N. (2016). X, Y ve Z Kuşağı Kadınların Farklı Tüketim Alışkanlarının Modern Dünyada İnşa Edilmesi. KADEM Kadın Araştırmaları Dergisi, 59-70.
  • Metin, S., & Kızıldağ, D. (2017). X ve Y Kuşaklarının Kariyer Beklentilerinin Farklılaşması: Otomotiv Sektöründe Bir Araştırma. Mustafa Kemal Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 14 (40), 340-363.
  • Meyer, J. P., Allen, N. J. ve Smith, C. A. (1993). Commitment to organizations and occupations: extension and test of a three- component conceptualization. Journal of Applied Psyhology, 78 (4), 538-551. Moors, J. J. (1986). The Meaning of Kurtosis: Darlington Reexamined. The American Statistician, 40, 283-284.
  • Mulvanity, E. (2001). Generation X in the workplace: age diversity issues in project teams. https://www.pmi.org/learning/library/generation-x-workplace-age-diversity-style-7904.
  • Netemeyer, R. G., Boles, J. S., McKee, D. O., & McMurrian, R. (1997,). An Investigation into the Antecedents of Organizational Citizenship Behaviors in a Personal Selling Context. Journal of Marketing, 61 (3), 85-98.
  • Niehoff, B. P., & Moorman, R. H. (1993). Justice as a Mediator of the Relationship between Methods of Monitoring and Organizational Citizenship Behavior. The Academy of Management Journal, 36 (3), 527-556.
  • O’Reilly, C. A., Chatman, J., & Caldwell, D. F. (1991). People and Organizational Culture: A Profile Comparison Approach to Assessing Person-Organization Fit. The Academy of Management Journal, 34 (3), 487-516.
  • Özer, P. S., Eriş, E. D., & Timurcanday Özmen, Ö. N. (2013). KUŞAKLARIN FARKLILAŞAN İŞ DEĞERLERİNE İLİŞKİN EMİK BİR ARAŞTIRMA. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi, 125.
  • Puah, P., & Ananthram, S. (2006). Exploring the Antecedents and Outcomes of Career Development Initiatives: Empirical Evidence from Singaporean Employees. Research and Practice in Human Resource Management, 112-142.
  • Raines, C. (2002). Managing Millennials. Salleh, R., & Memon, M. A. (2015). A Review on the Effects of Pay Satisfaction on Employee Engagement and Turnover: A Proposed Mediating Framework. International Business Management, 9 (3), 344-348.
  • Scheef, D., & Thielfoldt, D. (2004). Generation X and the Millennials: What you need. Law practice Today.
  • Schneider, B., Smith, B., Taylor, S., & Fleenor, J. F. (1998). Personality and Organizations: A Test of the Homogeneity of Personality Hypothesis . Journal of Applied Psychology, 83 (3), 462-470.
  • Sessa, V. I., & Kabacoff, R. (2007). Generational Differences in Leader Values and Leadership Behaviors. Article in The Psychologist-Manager Journal, 10(1), 47–74.
  • Silva, R. C., Dutra, J. S., Veloso, E. F., Fischer, A. L., & Trevisan, L. N. (2015). Generational Perceptions and Their İnfluences on Organizational Commitment. Management Research: The Journal of the Iberoamerican Academy of Management, 13 (1), 5-30.
  • Smola, K. W., & Sutton, C. D. (2002). Generational Differences: Revisiting Generational Work Values For The New Millennium. Journal of Organizational Behavior, 23, 363-382.
  • Strauss, W., & Howe, N. (1991). The History Of America's Future, 1584 to 2069. https://archive.org/details/generationshisto00stra_0/page/16/mode/1up.
  • Sturges, J., & Guest, D. (2001). Don't leave me this way! A qualitative study of influences on the organisational commitment and turnover intentions of graduates early in their career. British Journal of Guidance and Counselling, 29 (4).
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Kuşaklar Arası Farklılığın İşgören Davranışı Üzerindeki Etkisi

Year 2021, Volume: 5 Issue: 2, 50 - 88, 30.09.2021

Tutku Topçu , Erdem Kırkbeşoğlu

Abstract

Amaç: Bu çalışmanın temel amacı, X ve Y kuşağına mensup işgörenlerin, iş hayatındaki davranışları ile bu davranışların örgütsel bağlılığa etkisindeki farklılığın tespit edilmesidir.
Yöntem: 18 yaşından büyük aktif çalışma hayatı olan 174 X kuşağı, 96 Y kuşağı olmak üzere toplamda 270 bireyden, anket yöntemiyle veri toplanılmıştır. Araştırmada elde edilen veriler SPSS 21.0 ve AMOS 21.0 programı kullanılarak değerlendirilmiştir.
Bulgular: Analiz sonucunda örgütsel bağlılık, kişi-örgüt uyumu, kariyer geliştirme, ücret adaleti ve örgütsel adalet algısının kuşaklara göre farklılaştığı tespit edilirken kişi-örgüt uyumunun örgütsel bağlılığa olan etkisinde anlamlı bir etki olduğu fakat kuşaklar arası farklılaşmanın olmadığı sonucuna ulaşılmıştır.
Sonuç ve Katkılar: Bu çalışma literatüre, X ve Y kuşağının iş hayatına bakış açıları üzerinden iş gören davranışlarındaki ayrışmaları ve bu durumun örgütsel bağlılığı etkilemesindeki farklılıkları ortaya koyarak katkı sağlamaktadır. Bununla birlikte; kişi-örgüt uyumu, kariyer geliştirme, ücret adaleti ve örgütsel adalet algıları değişkenlerinin örgütsel bağlılığı etkileme gücünün de neredeyse yüksek olduğu sonucuna ulaşılmıştır
Sınırlılıklar: Genel olarak eğitim seviyesi yüksek bireylerden veri alımı sağlanmıştır. Eğitim ve sektör değişkenlerinin de kuşaklar arasındaki farklılaşmayı etkileyebileceği öngörülmektedir. 

Keywords

X ve Y Kuşağı Örgütsel Bağlılık Kişi-Örgüt Uyumu Kariyer Geliştirme Ücret ve Örgütsel Adalet Algısı

References

  • Allen, N. J., & Meyer, J. P. (1990). The Measurement and Antecedents of Affective, Continuance and Normative Commitment To The Organization. Journal of Occupational Psychology, 1-18.
  • Bağcı, Z. (2013). Çalışanların Örgütsel Adalet Algılarının Örgütsel Bağlılıkları Üzerindeki Etkisi: Tekstil Sektöründe Bir İnceleme. Uluslararası Yönetim İktisat ve İşletme Dergisi, , 9 (19).
  • Bal, V. (2014). Örgütsel Adalet ve Örgütsel Bağlılık İlişkisi: Manisa’daki Eğitim Kurumlarında Bir Araştırma. Aksaray Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 6(1), 1-9.
  • Barnett, B. R., & Bradley, L. (2007). The impact of organisational support for career development on career satisfaction. on career satisfaction, 12 (7).
  • Brown, L., Haviland, A., & Morris, S. (1997). Generation X. Contemporary Education, 68 (3).
  • Chatman, J. A. (1989). Improving Interactional Organizational Research: A Model of Person-Organization Fit. The Academy of Management Review, 14 (3), 333-349.
  • Cogin, J. (2011). Are generational differences in work values fact or. The International Journal of Human Resource, 2270.
  • Coupland, D. (1989). The Young and Restless Work Force Following the Baby Boom: Generation X. https://joeclark.org/dossiers/GenerationX.pdf. adresinden alınmıştır.
  • Cropanzana, R., Bowen, D. E., & Gilliland, S. W. (2007). The Management of Organizational Justice. Academy of Management Perspectives, 21 (4).
  • Çetin, C., & Karalar, S. (2016). X, Y ve Z Kuşağı Öğrencilerin Çok Yönlü ve Sınırsız Kariyer Algıları Üzerine Bir Araştırma. Yönetim Bilimleri Dergisi, 163.
  • Danışman, A. Ş., & Gündüz, Ş. (2018, Nisan). X ve Y Kuşaklarının Dışarıdan Kahvaltı Satın Alma Davranış. Atatürk Üniversitesi Sosyal Bilimler Enstitüsü Dergis, 707-728.
  • Demirer, Ö., & Kaya, A. (2020). Kariyer Gelişimi Sürecinin Örgütsel Bağlılık ve İşten Ayrılma Sürecine Etkisi: Yer Hizmetleri Çalışanları Örneği. Business Management Studies: An İnternational Journal, 8 (5), 4175-4210.
  • Dulebohn, J. H., & Martocchio, J. J. (1998). Employee perceptions of the fairness of work group incentive pay plans. Journal of Management, 24 (4), 469-488.
  • Eisner, S. P. (2005). Managing Generation Y. S.A.M. Advanced Management Journal; Corpus Christ, 70 (4).
  • Erkmen, T., & Çelik, Ş. (2007). Kurum İmajını Oluşturan Kurum Kimliği Boyutları Bağlamında Örgüte Bağlılığın İncelenmesi: Üniversite Öğrencileri Üzerine Bir Araştırma. Öneri, 7 (28).
  • Fernandez, S. (2009). Comparing Generation X to Generation Y on work-related beliefs. San Jose State University .
  • Folger, R., & Cropanzo, R. (1998). Organizastion Justice and Human Resource Management. United Kingdom: Thousand Oaks, CA: Sage.
  • Göksel, A., & Güneş, G. (2017). Kuşaklar Arasi Farklılaşma: X ve Y Kuşaklarının Örgütsel Sessizlik Davranışı Bağlamında Analizi. Gazi Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 19 (3), 807 - 828.
  • Groeneveld, R., & Medden, G. (1984). Measuring Skewness and Kurtosis. The Statistician , 33, 391-399.
  • Gürbüz, S. (2015). Kuşak Farklılıkları: Mit mi, Gerçek mi? İş ve İnsan Dergisi, 2(1):39.
  • Heneman, H. G., & Schwab, D. P. (1985). Pay satisfaction: Its multidimensional nature and measurement. International Journal of Psychology, 20(2), 129–141. https://doi.org/10.1080/00207598508247727.
  • Hassan, W., Razi, A., Qamar, R., Jaffir, R., & Suhail, S. (2013). The Effect of Training on Employee Retention. Global Journal of Management and Business Research, 13 (6).
  • Hole, D., Zhong, L., & Schwartz, J. (2010). Talking about whose generation? Why Western generational models can't account for a global workforce. Deloitte Review, 6, 84-97.
  • Howe, N., & Strauss, W. (2007). The Next 20 years: How customer And Workforce Attitudes Will Evolve. Harvard Business Review, 85, 41-52.
  • Huntley, R. (2006). GGeneration Y, Intergenerational relations. Australia: Crows Nest, NSW: Allen ve Unwin.
  • İlhan, Ü. D., Kümbül Güler, B., & Aksaraylı, M. (2019). Çalışma Değerleri ve Örgüte Duygusal Bağlılık:X ve Y Kuşağı Mavi Yakalı Çalışanlar Üzerine Bir Çalışma. Journal of Yasar University, 14 (56), 379-406.
  • Islam, M. A., Cheong, T. W., Yusuf, D. H. M. ve Desa, H. (2011). A study on 'generation y' behaviours at workplace in Penang. Australian Journal of Basic and Applied Sciences, 5(11), 1802-1812.
  • Ismail, M., & Bebenroth, R. (2016). Organizational Justice and Organizational Identification of Millennials in Mergers and Acquisitions: A Conceptual Framework. European Journal of Social Sciences, 51 (4), 397-409.
  • Jaeger, H. (1985). Generations in History: Reflections on a Controversial Concept. History and Theory, 24 (3):273-292.
  • Jayasingam, S., & Ren Yong, J. (2013). Affective commitment among knowledge workers:the role of pay satisfaction and organization. The International Journal of Human Resource Management, 24(20): 3903-3920.
  • Kian, T. S., Wan, F., Wan, Y., & Rajah, S. (2014). Motivation for Generations Cohorts: An Organizational Justice Perspective. International Journal of Management Sciences, 2 (11), 536-542.
  • Kicheva, T. (2017). Management of Employees from Different Generations - Challenge for Bulgarian Managers and HR Professionals. Economic Alternatives, 1, 103-121.
  • Kuvaas, B. (2006). Work performance, affective commitment, and work motivation: the roles of pay administration and pay level. Journal of Organizational Behaviour, 27, 365-385.
  • Leelamanothum, A., Na-Nan, K., & Ngudgratoke, S. (2018). The Influences of Justice and Trust on the Organizational Citizenship Behavior of Generation X and Generation Y. Asian Social Science, 14 (5).
  • Lipkin, N. A. (2009). Y in the workplace : managing the "me first" generation. U.S.A: Franklin Lakes, NJ : Career Press.
  • McCrindle, M. (2018). The Abc of XYZ Understanding Global Generations. Australlia: McCrindle Research Pty Ltd.
  • Mercan, N. (2016). X, Y ve Z Kuşağı Kadınların Farklı Tüketim Alışkanlarının Modern Dünyada İnşa Edilmesi. KADEM Kadın Araştırmaları Dergisi, 59-70.
  • Metin, S., & Kızıldağ, D. (2017). X ve Y Kuşaklarının Kariyer Beklentilerinin Farklılaşması: Otomotiv Sektöründe Bir Araştırma. Mustafa Kemal Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 14 (40), 340-363.
  • Meyer, J. P., Allen, N. J. ve Smith, C. A. (1993). Commitment to organizations and occupations: extension and test of a three- component conceptualization. Journal of Applied Psyhology, 78 (4), 538-551. Moors, J. J. (1986). The Meaning of Kurtosis: Darlington Reexamined. The American Statistician, 40, 283-284.
  • Mulvanity, E. (2001). Generation X in the workplace: age diversity issues in project teams. https://www.pmi.org/learning/library/generation-x-workplace-age-diversity-style-7904.
  • Netemeyer, R. G., Boles, J. S., McKee, D. O., & McMurrian, R. (1997,). An Investigation into the Antecedents of Organizational Citizenship Behaviors in a Personal Selling Context. Journal of Marketing, 61 (3), 85-98.
  • Niehoff, B. P., & Moorman, R. H. (1993). Justice as a Mediator of the Relationship between Methods of Monitoring and Organizational Citizenship Behavior. The Academy of Management Journal, 36 (3), 527-556.
  • O’Reilly, C. A., Chatman, J., & Caldwell, D. F. (1991). People and Organizational Culture: A Profile Comparison Approach to Assessing Person-Organization Fit. The Academy of Management Journal, 34 (3), 487-516.
  • Özer, P. S., Eriş, E. D., & Timurcanday Özmen, Ö. N. (2013). KUŞAKLARIN FARKLILAŞAN İŞ DEĞERLERİNE İLİŞKİN EMİK BİR ARAŞTIRMA. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi, 125.
  • Puah, P., & Ananthram, S. (2006). Exploring the Antecedents and Outcomes of Career Development Initiatives: Empirical Evidence from Singaporean Employees. Research and Practice in Human Resource Management, 112-142.
  • Raines, C. (2002). Managing Millennials. Salleh, R., & Memon, M. A. (2015). A Review on the Effects of Pay Satisfaction on Employee Engagement and Turnover: A Proposed Mediating Framework. International Business Management, 9 (3), 344-348.
  • Scheef, D., & Thielfoldt, D. (2004). Generation X and the Millennials: What you need. Law practice Today.
  • Schneider, B., Smith, B., Taylor, S., & Fleenor, J. F. (1998). Personality and Organizations: A Test of the Homogeneity of Personality Hypothesis . Journal of Applied Psychology, 83 (3), 462-470.
  • Sessa, V. I., & Kabacoff, R. (2007). Generational Differences in Leader Values and Leadership Behaviors. Article in The Psychologist-Manager Journal, 10(1), 47–74.
  • Silva, R. C., Dutra, J. S., Veloso, E. F., Fischer, A. L., & Trevisan, L. N. (2015). Generational Perceptions and Their İnfluences on Organizational Commitment. Management Research: The Journal of the Iberoamerican Academy of Management, 13 (1), 5-30.
  • Smola, K. W., & Sutton, C. D. (2002). Generational Differences: Revisiting Generational Work Values For The New Millennium. Journal of Organizational Behavior, 23, 363-382.
  • Strauss, W., & Howe, N. (1991). The History Of America's Future, 1584 to 2069. https://archive.org/details/generationshisto00stra_0/page/16/mode/1up.
  • Sturges, J., & Guest, D. (2001). Don't leave me this way! A qualitative study of influences on the organisational commitment and turnover intentions of graduates early in their career. British Journal of Guidance and Counselling, 29 (4).
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There are 61 citations in total.

Details

Primary Language Turkish
Subjects Behaviour-Personality Assessment in Psychology
Journal Section Articles
Authors

Tutku Topçu 0000-0003-3439-3685

Erdem Kırkbeşoğlu 0000-0002-6781-9753

Publication Date September 30, 2021
Published in Issue Year 2021 Volume: 5 Issue: 2

Cite

APA Topçu, T., & Kırkbeşoğlu, E. (2021). Kuşaklar Arası Farklılığın İşgören Davranışı Üzerindeki Etkisi. Başkent Üniversitesi Ticari Bilimler Fakültesi Dergisi, 5(2), 50-88.
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