Purpose: The current study explores the latest generation of the workforce, Generation Z/Millennial cusp, and the loyalty concerns hiring managers’ experience. The authors explore how the characteristics of entrepreneurship and grit can potentially impact employee loyalty to an organization.
Methodology/approach: A content analysis using responses from 51 hiring managers and their views of the advantages and challenges of hiring from the millennial generation yielded patterns focused on grit, loyalty, and entrepreneurship.
Findings: Based on the feedback from hiring managers using a grounded theory approach, we propose a conceptual model that includes three constructs that emerged from the analysis: individual entrepreneurship orientation, grit, and loyalty. The results from the content analysis suggest grit moderates the relationship between entrepreneurship and loyalty. The conceptual model proposes sales managers can hire individuals with grit to decreased employee turnover.
Originality/value contribution: This study provides several contributions to the stream of research focused on Generation Z and employee loyalty. First, due to the changing demographic of the workforce, sales managers need to hire and retain younger sales professional that have different expectations; therefore, thinking differently of their hiring process. Second, the study creates an exploratory discussion that can help sales managers evaluate future talent for their organization. Sales managers may evaluate an applicant’s “grittiness” vs. those who are more entrepreneurial in spirit in order to retain those sales professionals long term. 相似文献
Although trustworthiness has been described as a source of competitive advantage, its value extends to organizational governance
and wealth creation. We identify the importance of the commitment–compliance continuum in the decision to trust and note that
trustworthiness is a subjective perception viewed through each person’s mediating lens. That lens and each person’s interpretation
of the social contract impact one’s commitment to cooperate. We suggest five propositions that integrate trustworthiness,
governance, and wealth creation. 相似文献
Keynes's lectures to the Geneva School of International Studiesprovide substance to the intellectual linkages between the Cambridgedon and economists working in international economic agenciesduring the inter-war period. Keynes was keenly sought afteras a policy adviser; as the notes to these lectures indicate,he provided his audience with theoretical insights into thepressing issues of the day - reparations and the transfer problem,the economic foundations of the Dawes and Young Plans, and proposalsfor an international bank. 相似文献
Hugh Willmott's classic 1993 JMS article, ‘Strength is Ignorance; Freedom is Slavery’, has greatly influenced how we understand culture management. It draws parallel's with George Orwell's Nineteen Eighty‐Four to reveal the totalitarian aspirations of ‘corporate culturalism’. While it is sometimes said that employee resistance is missing in Willmott's account, I argue that it is implicitly pervasive, prefiguring subsequent investigations of ‘micro‐emancipation’ in management studies. The recent waning of scholarly interest in this type of resistance, however, also points to the contemporary relevance of Willmott's analysis. Emergent forms of corporate regulation utilize ‘biopower’ rather than just cultural conformity, rendering micro‐emancipation inadequate, but inspiring other types of dissent. 相似文献
Drawing on a number of recent high-profile cases of corporate corruption, we develop a process model that explains the escalation
of deception in corrupt firms. If undetected, an initial lie can begin a process whereby the ease, severity and pervasiveness
of deception increases overtime so that it eventually becomes an organization level phenomenon. We propose that organizational
complexity has an amplifying effect. A␣feedback loop between organization level deception and each of the escalation stages
positively reinforces the process. In addition, moderators are proposed that will halt escalation at various stages. By conceptualizing
corporate deception as a social process, the paper contributes to a growing body of research that looks beyond 'bad' individuals
for the causes of corporate illegality.
Peter Fleming is Professor of Work, Organization and Society Queen Mary College, University of London. He has held academic
positions at Cambridge University and Melbourne University. His research interests center on the emerging politics of power,
control and ethics in contemporary corporations. He has published extensively in academic journals including Organization
Studies, Journal of Management Studies, Journal of Business Ethics, Sociology, Sociological Review, Work, Employment and Society
and has just published a book (with Andre Spicer) entitled Contesting the Corporation: Power, Resistance and Struggle in Organizations
with Cambridge University Press (2007).
Stelios Zyglidopoulos is a University Lecturer in Strategy at the Judge Business School of the University of Cambridge. Prior
to that, he taught at Erasmus University in the Netherlands, and the Rochester Institute for Technology, in Rochester, NY.
He received his PhD in Strategy and Organization from McGill University in Montreal, Canada. Dr. Zyglidopoulos has lived and
worked in Greece, Canada, The Netherlands, and the United States. He has a number of years of business experience, mostly
in sales and marketing, and is a reservist for the Greek Navy. His research interests focus on the management of corporate
reputation; the evolution of corporate social performance; imprinting and organizational evolution; and the internationalization
process of high-tech clusters. 相似文献
Learning curves have been used since the 1930' s as a tool to aid in the functions of cost estimating and production planning / control. While there has been much data collected to construct learning curves for airplanes, extensive coll ection of data to construct curves for electronic equipment has been limited. Further, virtually all published analyses to date have implicitly ignored the effects of work-in-process inventories on curve construction.This paper examines these effects through the historical construction of learning curves using actual industrial data. Work-in-process effects are considered through the use of linear and bilinear manufacturing progress functions. Degradation in the accuracy of curve construction is determined through the completion of a sensitivity analysis considering varying degrees of work-in-process activity. The results of the analysis show that work-in-process consideration affects the improvement curve percentage obtained. The method of work-in-process consideration is found to be less critical than the basic inclusion of this parameter in curve construction by one of several straightforward mathematical methods. 相似文献
Perceived organizational support has a positive influence on the willingness of salespeople to use self-directed learning (SDL) projects. These SDL projects can be tailored to fit a salesperson's distinct learning needs, to increase performance, and to achieve the overarching goals of collaborative members of a marketing channel. Hence, it is beneficial for channel members to create a supportive learning culture that promotes the use of SDL projects by salespeople. Salespeople within the insurance industry play an essential role inside their marketing channel. Data collected from 392 insurance salespeople in over 170 firms is used to empirically test how perceived organizational support influences the use of two types of SDL projects. Salespeople encouraged to use elective SDL projects reported higher levels of performance than those required to use compulsory SDL projects. 相似文献