The Generational Effect on the Relationship between Job Involvement, Work Satisfaction, and Organizational Citizenship Behavior

• Autores: Dina Shragay, Aharon Tziner
• Localización: Revista de psicología del trabajo y de las organizaciones = Journal of work and organizational psychology, ISSN 1576-5962, Vol. 27, Nº 2, 2011, págs. 143-157
• Idioma: inglés
• DOI: 10.5093/tr2011v27n2a6
• Títulos paralelos:
  • El Efecto Generacional sobre la Relación entre Implicación en el Puesto, Satisfacción Laboral y Conducta Cívica
• Enlaces
  • Texto completo  1 (pdf)   2 (pdf) 
• Dialnet Métricas: 9 Citas
• Resumen
  • español

    Las diferencias generacionales en el ámbito laboral ha sido tema de estudio en los últimos años.

    Por ejemplo, Twenge (2010) en una revisión sobre las diferencias generacionales en los valores en el tra- bajo, informó que la centralidad y la ética del trabajo se redujeron de manera constante desde la generación Baby Boomer y a través de la Generación X hasta la Generación Y. Sin embargo, aunque la literatura parece confirmar que realmente existen diferencias generacionales en el ámbito laboral, muy poca inves- tigación se ha centrado en las relaciones entre actitudes laborales en el contexto generacional. El presente estudio examinó el grado de influencia generacional sobre las relaciones entre tres tipos de actitudes y con- ductas relacionadas con el trabajo: satisfacción laboral, implicación con el trabajo y conducta or ganizacional cívica. Los resultados indican que la generación mitiga únicamente el efecto de la implicación en el trabajo sobre dos dimesiones de la conducta organizacional cívica, siendo los efectos de esta interacción más positivos en los empleados de la Generación X que en los empleados de la Generación Y. Se discuten las implicaciones de los resultados y se hacen sugerencias para futura investigación.

  • English

    In recent years, generational differences have been studied in the context of the workplace. In a review of the evidence for generational differences in work values, for example, Twenge (2010) reported that work centrality and the work ethic declined steadily from the Baby Boomer generation through Generation X and to Generation Y. However, although the literature appears to confirm that generational differences indeed exist in respect to work, very little research attention has been paid to the relationships between various work attitudes in the generational context. The current study therefore sought to examine the degree of generational influence on the relationships between three work-related attitudes and behav- iors: work satisfaction, job involvement, and organizational citizenship behavior (OCB). The findings indi- cate that generation mitigates the effect only job involvement on two dimensions of OCB with the effects of this interaction being more positive among Gen X than Gen Y employees. The implications of the results were discussed and future research venues were suggested

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