Validation of A Measuring Scale of The Factors for The Employability of Millennials
Abstract
Today the retention millennial workers is a challenge for organizations. The purpose of this paper is to propose ideas to the decision makers, to lessen the high rate of personnel turnover in all kinds of industries in many countries. This research validates an instrument that
evaluates the employability factors of millennials in Mexico, according to their own expectations. We based our study on the previous literature about the millennial generation in many countries. To validate the questionnaire, a sampling of 781 workers from the states of Querétaro and Guanajuato in México was conducted. The method used to achieve the objective was through exploratory and confirmatory factor analyses. The confirmatory factor analysis was conducted using structural equation modeling, and tested two different methods: first order and second order models. With the three methods, exploratory, first order and second order factor analyses, similar results were obtained. In the analysis of the statistical techniques, two latent variables associated with the expectations of this generational group were generated. The factors found are “personal satisfaction with the organization” and “satisfaction with the organization’s social commitment.” These two factors are supported by the literature of other researchers. It is suggested that this questionnaire be validated in other countries but also in other regions of Mexico, using different productive sectors, thereby obtaining a broader perspective that will allow us to understand not only what millennials want from their work, but to what extent they want it
Keywords
DOI: 10.22146/gamaijb.51212
References
Allen, D. G., Bryant, P. C., and Vardaman, J. M. (2010). Retaining talent: Replacing misconceptions with evidence-based strategies. Academy of Management Perspectives, 24(2), 48-64. https://doi.org/10.5465/amp.24.2.48
Arsenault, P. M. (2004). Validating generational differences: A legitimate diversity and leadership issue. Leadership and Organization Development Journal, 25(2): 124-141. DOI:10.1108/01437730410521813.
AbouAssi, K., McGinnis Johnson, J., and Holt, S. B. (2019). Job Mobility Among Millennials: Do They Stay or Do They Go? Review of Public Personnel Administration, in press. https://doi. org/10.1177%2F0734371X19874396
Berthon, P., Ewing, M., and Hah, L. L. (2005). Captivating company: dimensions of attractiveness in employer branding. International Journal of Advertising, 24(2): 151-172. DOI:10.108 0/02650487.2005.11072912.
Bozeman, B., and Feeney, M. K. (2007). Toward a useful theory of mentoring: A conceptual analysis and critique. Administration and Society, 39(6), 719-739.https://doi. org/10.1177%2F0095399707304119
Calk, R., and Patrick, A. (2017). Millennials through the looking glass: Workplace motivating factors. The Journal of Business Inquiry, 16(2), 131-139.http://161.28.100.113/index.php/ jbi/article/view/81
Capnary, M. C., Rachmawati, R., and Agung, I. (2018). The influence of flexibility of work to loyalty and employee satisfaction mediated by work life balance to employees with millennial generation background in Indonesia startup companies. Business: Theory and Practice, 19, 217-227.
Costanza, D. P., Badger, J. M., Fraser, R. L., Severt, J. B., andGade, P. A. (2012). Generational differences in work-related attitudes: A meta-analysis. Journal of Business and Psychology, 27(4), 375-394.https://doi.org/10.1007/s10869-012-9259-4
Cuesta, E. M. (2014). La Generación Y latinoamericana en las organizaciones: Algunos aportes conceptuales y empíricos. Revista Electrónica Gestión de las Personas y Tecnología, 7(19): 17-31.
Deloitte (2019). The Deilotte global millennium survey. Retrived from: https://www2.deloitte. com/global/en/pages/about-deloitte/articles/millennialsurvey.html
Dries, N., Pepermans, R., and De Kerpel, E. (2008). Exploring four generations beliefs about career: Is “satisfied” the new “successful”? .Journal of Managerial Psychology, 8(23): 907-928. https://doi.org/10.1108/02683940810904394
Erickson, T. (2009). Gen Y in the workforce, how I learned to love millennials (and stop worry195
ing about what they were doing with their iphones). Harvard Business Review. Feb.
Financial Times (2019). Retrivedfrom: https://www.ft.com/content/f81ac17a-68ae-11e8-b6eb- 4acfcfb08c11
Flores, G. R., Guaderrama, A. M., Arroyo, J. C., and Gómez, A. H. (2019). Contrato psicológico, agotamiento y cinismo del empleado: su efecto en la rotación del personal operativo en la frontera norte mexicana. Contaduría y administración, 64(2): 1-20.https://doi. org/10.22201/fca.24488410e.2018.1133
Gursoy, D., Maier, T. A., and Chi, C. G. (2008). Generational differences: An examination of work values and generational gaps in the hospitality workforce. International Journal of Hospitality Management, 27(3), 448-458. DOI: /10.1016/j.ijhm.2007.11.002.
Hershatter, A., and Epstein, M. (2010). Millennials and the world of work: An organization and management perspective. Journal of business and psychology, 25(2): 211-223. https://doi. org/10.1007/s10869-010-9160-
Hom, P. W., Lee, T. W., Shaw, J. D., and Hausknecht, J. P. (2017). One hundred years of employee turnover theory and research. Journal of Applied Psychology, 102(3), 530.https://psycnet. apa.org/doi/10.1037/apl0000103
Howe, N., and Strauss, W. (2007). The next 20 years: how customer and workforce attitudes will evolve. Harvard business review, 85(7-8): 41-52.
INEGI. (2011). México, un país de jóvenes. Informativo Oportuno. Retrieved from http:// intercel.weebly.com/uploads/7/1/9/0/7190677/mexico-jovenes.pdf
ILO (2020) https://www.ilo.org/wcmsp5/groups/public/@dgreports/@dcomm/documents/ briefingnote/wcms_749399.pdf
Kowske, B. J., Rasch, R., and Wiley, J. (2010). Millennials’ (lack of) attitude problem: An empirical examination of generational effects on work attitudes. Journal of Business and Psychology, 25(2): 265-279. https://doi.org/10.1007/s10869-010-9171-8
Kuron, L. K., Lyons, S. T., Schweitzer, L., and Ng, E. S. (2015). Millennials’ work values: Differences across the school to work transition. Personnel Review, 44(6), 991-1009. https://doi. org/10.1108/PR-01-2014-0024
Lee, Y., and Li, J. Y. Q. (2020). The value of internal communication in enhancing employees’ health information disclosure intentions in the workplace. Public relations review, 46(1), 101872.https://doi.org/10.1016/j.pubrev.2019.101872
Leech, N., Barrett, K., and Morgan, G. A. (2013). SPSS for intermediate statistics: Use and interpretation. New York, Routledge.
Mahmoud, A. B., Reisel, W. D., Grigoriou, N., Fuxman, L., and Mohr, I. (2020). The reincarnation of work motivation: Millennials vs older generations. International Sociology, 0268580920912970.
Mesa-Lago, C. (2019). Aging and Pension Reforms: A Look at Latin America. ReVista (Cambridge), 19(2), 1-12.http://www.mesa-lago.com/uploads/2/7/3/1/27312653/aging_ and_pensions_reform_a_look_at_latin_america_revista_harvard_2019.pdf
Mitchell, T. R., Holtom, B. C., Lee, T. W., Sablynski, C. J., andErez, M. (2001). Why people stay: Using job embeddedness to predict voluntary turnover. Academy of management journal, 44(6), 1102-1121.https://doi.org/10.5465/3069391
Muthén, B., andMuthén, L. (2017). Mplus. Routledge Handbooks Online.196
Naim, M. F. (2018). Tap the Experienced to Care for the Inexperienced: Millennial Employees’ Retention Challenge? Mentoring is the Solution. In Psychology of Retention (pp. 379-393). Springer, Cham.
Naim, M. F., and Lenka, U. (2018). Development and retention of Generation Y employees: a conceptual framework. Employee relations, 40(2): 433-455. DOI: /10.1108/ER-09-2016- 0172.
Naim, M. F., and Lenkla, U. (2016). Knowledge sharing as an intervention for Gen Y employees’ intention to stay. Industrial and Commercial Training, 48(3): 142-148. DOI:/10.1108/ICT- 01-2015-0011.
Ng, E. S., Schweitzer, L., and Lyons, S. T. (2010). New generation, great expectations: A field study of the millennial generation. Journal of Business and Psychology, 25(2): 281-292. DOI: 10.1007/s10869-010-9159-4.
North, M. S., and Fiske, S. T. (2015). Modern attitudes toward older adults in the aging world: A cross-cultural meta-analysis. Psychological bulletin, 141(5): 9931021. https://psycnet.apa. org/doi/10.1037/a0039469
Park, S., and Park, S. (2018). Exploring the generation gap in the workplace in South Korea. Human Resource Development International, 21(3), 276-283.https://doi.org/10.1080/13678 868.2017.1306769
Park, T. Y., and Shaw, J. D. (2013). Turnover rates and organizational performance: A meta-analysis. Journal of applied psychology, 98(2), 268.https://psycnet.apa.org/doi/10.1037/a0030723
Parry, E. and. (2011). Generational differences in work values: A review of theory and evidence. International journal of management reviews, 13(1): 79-96. DOI:/10.1111/j.1468- 2370.2010.00285.x.
Rainsford, E., Maloney, W. A., and Popa, S. A. (2019). The Effect of Unemployment and Low-Quality Work Conditions on Work Values: Exploring the Experiences of Young Europeans. The ANNALS of the American Academy of Political and Social Science, 682(1), 172-185.https://doi.org/10.1177%2F0002716219830378
Rauvola, R. S., Rudolph, C. W., and Zacher, H. (2018). Generationalism: Problems and implications. Organizational Dynamics, In press. DOI: 10.1016/j.orgdyn.2018.05.006.
Rudolph, C. W., and Zacher, H. (2017). Considering generations from a lifespan developmental perspective. Work, Aging and Retirement, 3(2), 113-129.https://doi.org/10.1093/workar/ waw019
Samaniego, N. (2018). El desafío del empleo y los salarios. México próspero, equitativo e incluyente: construyendo futuros. Retrived from http://centrotepoztlan.org/wp-content/uploads/2018/04/samaniego-norma.pdf
Satorra A. and Bntler P.M. (1994) Corrections to test statistics and standard errors in covariance structure analysis. In A.Von Eye andC.Clogg (Eds); Latent Variables Analysis, Applications to Development Research (pp. 399-419). Thousand Oaks, CA: Univ. of California, LA
Schroth, H. (2019)https://doi.org/10.1177%2F0008125619841006. Are you ready for Gen Z in the workplace? California Management Review, 61(3), 5-18.
Stewart, K. D., and Bernhardt, P. C. (2010). Comparing Millennials to Pre-1987 Students and with One Another. North American Journal of Psychology, 12(3): 579-602197
Stewart, J. S., Oliver, E. G., Cravens, K. S., and Oishi, S. (2017). Managing millennials: Embracing generational differences. Business Horizons, 60(1): 45-54.https://doi.org/10.1016/j.bushor.2016.08.011
Schullery, N. M. (2013). Workplace engagement and generational differences in values. Business Communication Quarterly, 76(2): 252-265.https://doi.org/10.1177%2F1080569913476543
Thompson, C., and Gregory, J. B. (2012). Managing millennials: A framework for improving attraction, motivation, and retention. The Psychologist-Manager Journal, 15(4): 237-246. https://doi.org/10.1080/10887156.2012.730444
Thompson, N. W. (2011). Managing the millennials: Employee retention strategies for Generation Y. Retrived from: http://scholarship.claremont.edu/cgi/viewcontent.cgi?article=1297&context=cmc_theses
Tracey, J. B., and Hinkin, T. R. (2006). The costs of employee turnover: When the devil is in the details [Electronic article]. Cornell Hospitality Report, 6(15), 6-13. Retrived from https://scholarship.sha.cornell.edu/cgi/viewcontent.cgi?referer=&httpsredir=1&article=1148&context=chrpubs
Twenge, J. M., and Campbell, S. M. (2008). Generational differences in psychological traits and their impact on the workplace. Journal of managerial psychology, 23(8): 862-877. https://doi. org/10.1108/02683940810904367
Twenge, J. M. (2010). A review of the empirical evidence on generational differences in work attitudes. Journal of Business and Psychology, 25(2): 201-210. https://doi.org/10.1007/ s10869-010-9165-6
Ukeni, I. G., and Reynolds, K. (2017). Mentoring and Retention of Millennials in United Kingdom: Experiences and Perceptions. In: British Academy of Management (BAM) Conference 2017: 5-7 September, Warwick Business School.
Urick, M. J., Hollensbe, E. C., Masterson, S. S., and Lyons, S. T. (2016). Understanding and managing intergenerational conflict: An examination of influences and strategies. Work, Aging and Retirement, 3(2): 166-185. https://doi.org/10.1093/workar/waw009
Van den Bergh, J., and De Wulf, K. (2017). Millennials at work. Research World, 2017(63), 19-21. https://doi.org/10.1002/rwm3.20490
Vargas Chanes, D. (2019). Aspectos metodológicos para la investigación social: Modelos de ecuaciones estructurales. México, UNAM.
Verdugo, M. A., Guillén, V. M., Arias, B., Vicente, E., and Badia, M. (2016). Confirmatory factor analysis of the supports intensity scale for children. Research in developmental disabilities, 49, 140-152.https://doi.org/10.1016/j.ridd.2015.11.022
Walden, J., Jung, E. H., and Westerman, C. Y. (2017). Employee communication, job engagement, and organizational commitment: A study of members of the Millennial Generation. Journal of Public Relations Research, 29(2-3), 73-89.https://doi.org/10.1080/106272 6X.2017.1329737
Williams, G. (2019). Management Millennialism: Designing the New Generation of Employee. Work, Employment and Society, in press. https://doi.org/10.1177%2F0950017019836891
Yang, S. B., and Guy, M. E. (2006). GenXers versus boomers: Work motivators and management implications.Public Performance and Management Review, 29(3): 267-284. DOI: 10.2753/ PMR1530-9576290302.198
Zavala-Villalón, G. and Frias-Castro, P. (2018). Discurso millennial y desafíos en la gestión de recursos humanos en Chile. Psicoperspectivas, 17(3):1-12.
Zabel, K. L., Biermeier-Hanson, B. B., Baltes, B. B., Early, B. J., and Shepard, A. (2017). Generational differences in work ethic: Fact or fiction? Journal of business and psychology, 32(3): 301-315. https://doi.org/10.1007/s10869-016-9466-5
Zhao, Y. (2018). Managing Chinese millennial employees and their impact on human resource management transformation: an empirical study. Asia Pacific Business Review, 24(4), 472- 489.https://doi.org/10.1080/13602381.2018.1451132
Refbacks
- There are currently no refbacks.
Copyright (c) 2020 Gadjah Mada International Journal of Business
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
Email the author 
