THE ABILITY OF THE MILLENNIAL GENERATION TO REDESIGN THEIR WORK IN MATURE ENTERPRISES – EMPLOYEE ASSESSMENT OF SELF-ORGANIZATION IN THE WORKPLACE AND THEIR ATTITUDE TO CAREER PROGRAMS
DOI:
https://doi.org/10.34739/maj.2024.01.04Keywords:
job crafting, work redesign, career, millennial generation, generation Y, mature companyAbstract
The aim of the research here was to determine the ability of employees (Generation Y – millennial generation) to redesign their work (job crafting) in mature enterprises in the areas of self-organization and to determine their attitude to career programs. To achieve this, the following methods were used: analysis and critical review of the literature, a diagnostic survey, and guided discussions (N=300). Calculations were performed with IBM SPSS, version 24. Employees of mature organizations consider self-organization in the workplace to be of great value and are aware of its positive impact on their ability to job craft. However, they are not satisfied with their career programs. Almost all respondents (92.3%) believe that their participation in designing their own development should be active. Such an attitude has a positive impact on their ability to redesign work (job crafting). The contribution of the present research is manifested in filing the gap in the theory of planned behavior and the theory of self-determination. For future research, it is recommended to increase the sample size and use the following tools: Job Crafting Scale, Occupational Self-Effectiveness Scale, Quantitative Workload Inventory, Emotional Well-Being at Work Scale, and Confirmatory Factor Analysis.
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