Date of Publication
12-14-2024
Document Type
Master's Thesis
Degree Name
Master of Science in Industrial Relations Management
Subject Categories
Business | Human Resources Management
College
Ramon V. Del Rosario College of Business
Department/Unit
Commercial Law
Thesis Advisor
Severo C. Madrona, Jr
Defense Panel Chair
Jocelyn P. Cruz
Defense Panel Member
Neptali B. Salvanera
Charito Fariñas-Rodriguez
Abstract/Summary
A dynamic change in the labor force is essentially driven by the shifting demographics, which can determine and dictate how the future and nature of work will evolve. The growing number of Generation Z workers, who are also considered the digital natives, has been a topic of interest, exploring their characteristics, values, and expectations as workers, integrating themselves into organizations across industries. Utilizing the conceptual framework from the study of Maloba and Pilay-Naidoo (2021), the study employs quantitative research to explore how Generation Z differs from its predecessors, Millennials and Generation X, in terms of their perceived person-organization fit, levels of job satisfaction and intent to leave using a structured survey. This study further examines the relationship of person-organization fit to job satisfaction and intent to leave and the mediating role of employees' job satisfaction at CW Home Depot, a local retail company of construction and home building materials.
A total of 510 CW Home Depot employees participated in the study, represented by each generation group. The collected data were analyzed using normality, correlation, and mediation analysis. The results of the study revealed variations across generations. There is a strong positive relationship between perceived person-organization fit and job satisfaction across all generations. Moreover, a negative significant relationship exists between perceived person-organization fit and intent to leave among Generation Z and Millennials. It was also established that job satisfaction and intent to leave have no significant relationship for Gen Z and Gen X. At the same time, mediation analysis showed that job satisfaction does not mediate the relationship between person-organization fit and intent to leave among Generation Z and Generation X employees.
The findings of this study provided insights into understanding the characteristics of Gen Z and other generational cohorts in the retail company. While all generations perceived a high fit with the organization by aligning their current skills to their role, each generation revealed different key satisfaction indicators. Gen Z shows that the major factors are job autonomy and getting enough support from colleagues and superiors. Career growth and opportunities were key satisfaction drivers for millennials, while Gen X is satisfied in terms of better working conditions. Given the present study, all generation cohorts are inclined to stay. However, there is still a tendency for CW Home Depot employees to seek another opportunity to meet their personal needs and sometimes experience job exhaustion.
The study showed that there is a need to review and improve the areas of compensation and benefits and work-life balance, as it has been identified that these were the lowest satisfaction ratings among all generations of employees at CW Home Depot. Moreover, allowing the corporate brand identity and values to resonate among these employees and providing appropriate training programs suitable to their role is important to maintaining high levels of fit within the company. As the study recognized differences among generations, CW Home Depot can design programs and policies that would impact all generation groups to improve the working environment and conditions in a retail company of construction materials. Limitations of this study can be utilized for future research, such as exploring other lines of business in retail, as well as to examine other factors that would explain the perceived fit, and intent to leave among generational cohorts.
Abstract Format
html
Language
English
Format
Electronic
Keywords
Organizational behavior; Job satisfaction; Employee retention
Recommended Citation
Tacus, M. C. (2024). Does Gen Z make a difference? A multigenerational assessment on person-organization fit to job satisfaction and intent to leave at CW Home Depot. Retrieved from https://animorepository.dlsu.edu.ph/etdm_comlaw/19
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Embargo Period
12-13-2024
