Analysis of Followership Styles of Millennials Employed in Private and Public Secondary Institutions
Abstract
The improvement of work quality through good employee – employer relationships has been the focus of many business and public administration studies. Significant disciplines such as behavioral and social sciences have been fascinated by the changing stereotypical characteristics of different generations and how they predict the future of work in business and government service. With the millennial generation entering workforce in great numbers, there is no doubt that a new wave of workers and leaders will influence the world in the years to come. The study utilized a descriptive method using the one-way analysis of variance and t-test. The theory of Robert Kelley on Followership and the work principles of the respondents were used to analyze the responses. The 140 respondents, are predominantly female college graduates. They worked in private institutions in less than three years. Results showed significant relationships between educational attainment and tenure with the Active Engagement Scores (AES) of millennials. This suggests that millennials are engaged and contributing members of their organization when they gain tenure. Therefore, the findings highlighted a response for a better understanding of millennials' active engagement to produce a competent and efficient workforce.
References
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2. https://centres.insead.edu/emerging-markets-institute/documents/GlobalMillennialsSurvey-Part1-Understandingamisunderstoodgeneration.pdf
3. Becker, E. (2015) Privileged but pressured? A study ofmillennials at work. Child Development. 73(5):1593–1610. doi: 10.1111/1467-8624.00492.
4. Bozkurt, K. (2014)A burning desire: Millennials Work Attitude. Management Communication Quarterly. 2005;18:344–384. doi: 10.1177/0893318904270742.
5. Brack, J., & Kelley, K, (2012). Maximizing Millennials in the Workplace. Retrieved September 14, 2016. http://www.kenan-flagler.unc.edu/executive-development/custom-programs/~/media/files/documents/executive-development/maximizing-millennials-in-the-workplace.pdf
6. Caldwell, K. (2015) Assimilation and mutual acceptance. In: Greenhaus J, Callanan G, editors. Encyclopedia of career development. Thousand Oaks, CA: Sage; pp. 31–32.
7. Chou, Shih Yung. (2012). Millennials in the Workplace: A Conceptual Analysis of Millennials' Leadership and Followership Styles. International Journal of Human Resource Studies, ISSN 2162-3058, 2012, Vol. 2, No. 2
8. Connecting the Millennials: A Visa Study. Retrieved September 14, 2016. http://www.visa-asia.com/ap/sea/mediacenter/pressrelease/includes/uploads/Visa_Gen_Y_Report_2012_LR.pdf
9. Darnold, H. (2014) Communication with people from different ages in the workplace: Thai and American data. Human Communication Research. 2006;32:74–108. doi: 10.1111/j.1468-2958.2006.00004.x.
10. Greenfield, P. (2016). The desire to achieve more, Washington, DC: American Psychological Association; 81–123
11. Herriot P. (2014) Motivating Millennial at Work.European Journal of Work and Organizational Psychology. 11:385–402. doi: 10.1080/13594320244000256.
12. Hertel G. & Geister S. (2016) Managing virtual teams: A review of current empirical research. Human Resource Management Review. 15:69–95. doi:
13. Hill, R. (2015). Managing across generations in the 21st century: Important lessons from the ivory trenches. Journal of Management Inquiry. 2002;11(1):60–66. doi: 10.1177/1056492602111020.
14. Howe N and Strauss W. (2014) Millennials rising. New York: Vintage Books; pp. 59-78
15. Jablin F. (2015). Organizational entry, assimilation, and exit. In: Putnam L, Roberts K, Porter L, editors. Handbook of organizational communication. Newbury Park, CA: Sage;. pp. 679–740.
16. Kahn, L. (2017). Millennials demand on demand content. Retrieved from http://www.marketingcharts.com/television/millennials-demand-on-demand-content-4654
17. Kelley, R. (1992). The Power of Followership. New York: Doubleday
18. Kirby E. (2015). The millennials learning style in the workplace Journal of Applied Communication Research. 2002;30(1):50–77. doi: 10.1080/00909880216577
19. Koch, W. (2012, The unique perspectives of the millennials expanded through the years. USA Today, p. A1.
20. Kristof, L. (20014).Towards a model of human resource solutions for achieving intergenerational interaction in organizations. Journal of European Industrial Training. 2007;31:592–608. doi: 10.1108/03090590710833651.
21. Lammam, C., Palacios, M., Ren, F., & Clemens, J., (2015). Comparing Government and Private Sector Compensation Canada. Retrieved September 14, 2016. https://www.fraserinstitute.org/sites/default/files/comparing-government-and-private-sector-compensation-in-canada.pdf
22. Lawler E. (2016)From job-based to competency-based organizations. Journal of Organizational Behavior. 1994;15:3–15. doi: 10.1002/job.4030150103.
23. Ledford G. (2015). Creating high performance organizations: Practices and results of employee involvement and total quality management in Fortune 1000 companies. San Francisco: Jossey-Bass
24. Leets L. (2014) Explaining millennialsperceptions of work. Research. 2001;28:676–706. doi: 10.1177/009365001028005005.
25. Levit, A., &Licina, S., (2011). How the Recession Shaped Millennial and Hiring Manager Attitudes about Millennials' Future Careers. Retrieved September 14,2016. http://www.careeradvisoryboard.org/content/dam/dvu/www_careeradvisoryboard_org/Future-of-Millennial-Careers-Report.pdf
26. Maier, L. (2015). Generational differences: An examination of work values and generational gaps in the hospitality workforce. International Journal of Hospitality Management. 2008;27:458–488.
27. Martin, C. (2015). From high maintenance to high productivity: What managers need to know about the Millennials. Industrial and Commercial Training. 2005;37:39–44. doi: 10.1108/00197850510699965.
28. McPhee, R.. (2014). Organization fit:a framework for explanation. Electronic Journal of Communication/La Revue Electronique de Communication, 10(1–2). http://www.cios.org/getfile/MCPHEE_V10N1200
29. May, N. Gilson, R.& Harter, P. (2014)Group socialization: Temporal changes in individual-group relations. In: Berkowitz L, editor. Advances in experimental social psychology. New York: Academic Press;. pp. 137–192.
30. Mayer, G. (2014). Selected Characteristics of Private and Public Sector Workers. Retrieved September 14, 2016. https://fas.org/sgp/crs/misc/R41897.pdf
31. Millennials: Finding Opportunity in Federal Service. Retrieved September 14, 2016. https://www.opm.gov/fevs/reports/special-reports/millennials-report-finding-opportunity-in-federal-service-2014.pdf
32. Millennials at Work: Reshaping the Workplace. Retrieved September 14, 2016, https://www.pwc.de/de/prozessoptimierung/assets/millennials-at-work-2011.pdf
33. Miller, A. (2015). Where will millenials find tomorrow's leaders? Harvard Business Review 23:123–129.
34. Miller, R, (2016)Motivating millenials in the workplace. Thousand Oaks, CA: Sage;. pp. 621–675.
35. Rickets, K. Followership. Retrieved September 14, 2016. http://www2.ca.uky.edu/agcomm/pubs/elk1/elk1205/elk1205.pdf
36. Rue, J. (2014) Workplace relationships. In: Smith S, Wilson SR, editors. New directions in interpersonal communication. Thousand Oaks, CA: Sage pp. 135–156.
37. Schaufeli& Bakker (2013)Myths about Millennials: Understand the myths to retain Millennials. Retrieved March 22, 2018, from http://humanresources.about.com/od/managementtips/a/millennial_myth.htm
38. Scheineder, D. (2014) Toward a theory of stakeholder identification and salience: Defining the principle of who and what really counts. Academy of Management Review. 22:853–886. doi: 10.2307/259247.
39. Silverthone, L. (2013). A test of antecedents and outcomes of employee role negotiation ability. Journal of Applied Communication Research. 1999;27:24–48. doi: 10.1080/00909889909365522.
40. Sheridan, M. (2012).Socialization in organizations and work groups. In: Turner ME, editor. Groups at work: Theories and research. Mahwah, NJ: Lawrence Erlbaum; pp. 69–112.
41. Smith, O. (2015) K. Organizational communication: Approaches and processes. 5. Boston: Wadsworth CengageLearning:USA
42. The 2016 Deloitte Millennial Survey: Winning Over the Next Generation of Leaders. Retrieved September 14, 2016. https://www2.deloitte.com/content/dam/Deloitte/global/Documents/About-Deloitte/gx-millenial-survey-2016-exec-summary.pdf
43. The Millennial Generation: Research Review. Retrieved September 14, 2016. https://www.uschamberfoundation.org/reports/millennial-generation-research-review
44. Thompson, N. (2011). Managing the Millennials: Employee Retention Strategies for Generation Y. Retrieved September 14, 2016. http://scholarship.claremont.edu/cgi/viewcontent.cgi?article=1297&context=cmc_theses
45. Tollbize, A. (2008). Generational Differences in the Workplace. Retrieved September 14, 2016. https://rtc.umn.edu/docs/2_18_Gen_diff_workplace.pdf
46. Viechnicki, P. (2015). Understanding Millennials in Government: Debunking Myths about our Youngest Public Servants. Retrieved September 14, 2016. https://www2.deloitte.com/insights/us/en/industry/public-sector/millennials-in-government-federal-workforce.html
47. Yun, Chen Tsun. (2013). Followership: An Important Partner of Leadership. Business and Management Horizons, ISSN 2326-0297, 2013, Vol. 1, No.2
Authors
[1]
“Analysis of Followership Styles of Millennials Employed in Private and Public Secondary Institutions”, Soc. sci. humanities j., vol. 8, no. 10, pp. 5563–5575, Oct. 2024, doi: 10.18535/sshj.v8i10.1400.
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