Tendencias de la taxonomía de generaciones en el ámbito laboral: un análisis bibliométrico

Tendencias de la taxonomía de generaciones en el ámbito laboral: un análisis bibliométrico

##plugins.themes.bootstrap3.article.main##

Ricardo Carlos Alvarado Alfaro
Erick Leobardo Álvarez Aros
Resumen

Uno de los principales retos para las organizaciones hoy es lograr una óptima integración de los colaboradores al considerar las dificultades implícitas en la diversidad generacional de equipos con distintas motivaciones, estilos de trabajo, expectativas y conductas. Objetivo. Revisar la taxonomía de las generaciones en el ámbito laboral a través de un análisis bibliométrico en el tiempo y desde la perspectiva de distintos países. Metodología.
Se analizaron 293 documentos recopilados de las bases de datos Web of Science y Scopus en el período comprendido entre 1957 y 2020; para ello se utilizó el software R, Biblioshiny, con interfaz Bibliometrix. Resultados. Los principales hallazgos revelan un aumento significativo de estudios a través del tiempo, así como el hecho de que las generaciones y los períodos que las determinan tienen una definición heterogénea de acuerdo con el país en el que se estudian. Conclusiones. Para efectos de un mejor y más eficiente diseño de estrategias de capital humano, las organizaciones deben ser conscientes de las diferencias generacionales.

Palabras clave

Descargas

Los datos de descargas todavía no están disponibles.

##plugins.themes.bootstrap3.article.details##

Biografía del autor/a / Ver

Ricardo Carlos Alvarado Alfaro, Universidad Popular Autónoma del Estado de Puebla

Doctorando en Dirección de Organizaciones. Universidad Popular Autónoma del Estado de Puebla, Puebla, México

Erick Leobardo Álvarez Aros , Universidad Popular Autónoma del Estado de Puebla

Posdoctorado en Innovación Abierta y Competitividad Tecnológica. Universidad Popular Autónoma del Estado de Puebla, Puebla, México.

Referencias

Akhavan, A.R. et al. (2016). The impact of generational groups on organizational behavior in Iran. Human Systems Management, 35(3), 175-183.

https://doi.org/10.3233/HSM-160866

Benson, J. et al. (2018). The generational "exchange" rate: How generations convert career development satisfaction into organisational commitment or neglect of work. Human Resource Management Journal, 28(4), 524-539. https://doi.org/10.1111/1748-8583.12198

Berkes, F. (2009). Evolution of co-management: role of knowledge generation, bridging organizations and social learning. Journal of Environmental Management, 90(5), 1692-1702. https://doi.org/10.1016/j.jenvman.2008.12.001

Cennamo, L. and Gardner, D. (2008). Generational differences in work values, outcomes and person‐organisation values fit. Journal of Managerial Psychology, 23(8), 891-906. https://doi.org/10.1108/02683940810904385

Goh, E. and Okumus, F. (2020). Avoiding the hospitality workforce bubble: Strategies to attract and retain generation Z talent in the hospitality workforce. Tourism Management Perspectives, 33, 100603. https://doi.org/10.1016/j.tmp.2019.100603

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. https://doi.org/10.1016/j.ijhm.2007.11.002

Hahn, T. et al. (2006). Trust-building, knowledge generation and organizational innovations: the role of a bridging organization for adaptive comanagement of a wetland landscape around Kristianstad, Sweden. Human Ecology, 34(4), 573-592. https://doi.org/10.1007/s10745-006-9035-z

Jung, H.S., Seo, K.H. and Yoon, H.H. (2020). The importance of leader integrity on family restaurant employees' engagement and organizational citizenship behaviors: Exploring sustainability of employees' generational differences. Sustainability, 12(6), 2504. https://doi.org/10.3390/su12062504

Kong, H., Okumus, F. and Bu, N. (2020). Linking organizational career management with Generation Y employees' organizational identity: The mediating effect of meeting career expectations. Journal of Hospitality Marketing & Management, 29(2), 164-181. https://doi.org/10.1080/19368623.2019.1616644

Kupperschmidt, B.R. (2000). Multigenerational employees: Strategies for effective management. The Health Care Manager, 19(1), 65-76.

https://doi.org/10.1097/00126450-200019010-00011

Lyons, S.T. and Schweitzer, L. (2017). A qualitative exploration of generational identity: Making sense of young and old in the context of today's workplace. Work, Aging and Retirement, 3(2), 209-224.

Montaudon-Tomas, C.M. et al. (2020). High Performance Teams in a Multigenerational Workforce: An Example from Academia in Mexico. En Montaudon-Tomas, C.M. et al. (Eds.), Global Applications of Multigenerational Management and Leadership in the Transcultural Era (pp. 76-107). Pennsylvania, USA: IGI Global.

https://doi.org/10.4018/978-1-5225-9906-7.ch003

Niemistö, C., Hearn, J. and Jyrkinen, M. (2016). Age and generations in everyday organisational life: Neglected intersections in studying organizations. International Journal of Work Innovation, 1(4), 353-374.

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/10.1080/13678868.2017.1306769

Paulus, P.B. and Yang, H.C. (2000). Idea generation in groups: A basis for creativity in organizations. Organizational Behavior and Human Decision Processes, 82(1), 76-87. https://doi.org/10.1006/obhd.2000.2888

Rani, N. and Samuel, A. (2016). A study on generational differences in work values and person-organization fit and its effect on turnover intention of Generation Y in India. Management Research Review, 39(12), 1695- 1719. https://doi.org/10.1108/MRR-10-2015-0249

Schwartz, S. et al. (2012). Refining the theory of basic individual values. Journal of Personality and Social Psychology, 103(4), 663-688. Stevanin, S. et al. (2020). Nurses' generational differences related to workplace and leadership in two European countries. Western Journal of Nursing Research, 42(1), 14-23.

https://doi.org/10.1037/a0029393

Tang, N., Wang, Y. and Zhang, K. (2017). Values of Chinese generation cohorts: Do they matter in the workplace? Organizational Behavior and Human Decision Processes, 143, 8-22. https://doi.org/10.1016/j.obhdp.2017.07.007

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

Van Rossem, A.H.D. (2019). Generations as social categories: An exploratory cognitive study of generational identity and generational stereotypes in a multigenerational workforce. Journal of Organizational Behavior, 40(4), 434-455. https://doi.org/10.1002/job.2341

Walden, J., Jung, E.H. and Westerman, C.Y.K. (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/10.1080/1062726X.2017.1329737

Citado por