FRINK Linked Data Fragments server

Matches in SemOpenAlex for { <https://semopenalex.org/work/W3202671317> ?p ?o ?g. }

• W3202671317 abstract "With an ever-increasing growth in the composition of millennial employees in the workforce, understanding their expectations and demands and applying strategies to keep them fully engaged and committed has become a challenge. As this group grows significantly employers need to make major changes in their engagement and motivating models. In the modern business context, most organizations tend to offer career growth opportunities with benefits and arrange mentoring programs to facilitate employee career growth and solve their issues and concerns within the organizational environment. The purpose of this qualitative exploratory case study is to explore how the mentoring program at XYZ Company contributes to the organizational commitment of millennial employees. Theoretical foundations are basically drawn from Homan's Social Exchange theory and Meyer and Allen’s Organizational Commitment model. This qualitative case study has used the in-depth interview method to collect primary data from a sample of 20 mentors and mentees. The purposive sampling technique was used to select the respondents. The collected data were analyzed using thematic analysis method and pattern matching technique was used to identify the categories and themes that emerged through analyzing data. The results of the study indicated that mentoring program at XYZ Company is effective and has an impact on organizational commitment of millennial employees. Mentees perceived the impact of mentoring on organizational commitment in terms of mentor's influence, role of mentoring on emotional attachment and role of mentoring on obligation to stay. Mentors increase the commitment of mentees by appreciating and valuing their commitment, tracking and reviewing their performance and guiding them towards extra effort. Further, it revealed that mentors play very important role in motivating mentees to exert great effort in terms of being productive and punctual, achieving targets and ensuring quality. Their desire to maintain organizational membership is indicated by their feelings on being valued, proud and the bond with people and the culture. Finally, mentors create an obligation to stay by delegating more authority and responsibilities, providing growth opportunities and training and developing them properly. It was identified that mentees are committed in terms of affective commitment and normative commitment. However, it was evidenced that they were committed to the job but not to the organization. This professional commitment is mainly influenced by their intention of achieving rapid career growth. These findings provide important insights for the management of the organization on the expectations and demands of millennial employees and the nature of strategies that they should introduce to keep them fully engaged and committed.&#x0D; Keywords: Mentoring, Employee Engagement, Organizational Commitment, Millennial employees" @default.
• W3202671317 created "2021-10-11" @default.
• W3202671317 creator A5013364156 @default.
• W3202671317 creator A5022812003 @default.
• W3202671317 date "2021-09-27" @default.
• W3202671317 modified "2023-10-06" @default.
• W3202671317 title "Contribution of Mentoring on Organizational Commitment of Millennial Employees: A Case Study of Knowledge Process Outsourcing Organization" @default.
• W3202671317 cites W1487774469 @default.
• W3202671317 cites W1504703303 @default.
• W3202671317 cites W1607341853 @default.
• W3202671317 cites W1902610065 @default.
• W3202671317 cites W1966409890 @default.
• W3202671317 cites W1969510564 @default.
• W3202671317 cites W1972831452 @default.
• W3202671317 cites W1989763926 @default.
• W3202671317 cites W1995113941 @default.
• W3202671317 cites W2015979586 @default.
• W3202671317 cites W2027867445 @default.
• W3202671317 cites W2028437429 @default.
• W3202671317 cites W2039176603 @default.
• W3202671317 cites W2045958557 @default.
• W3202671317 cites W2047695113 @default.
• W3202671317 cites W2051361041 @default.
• W3202671317 cites W2051900754 @default.
• W3202671317 cites W2075732973 @default.
• W3202671317 cites W2105875202 @default.
• W3202671317 cites W2129453982 @default.
• W3202671317 cites W2153496906 @default.
• W3202671317 cites W2158517811 @default.
• W3202671317 cites W2484965689 @default.
• W3202671317 cites W2727571414 @default.
• W3202671317 cites W2802309777 @default.
• W3202671317 doi "https://doi.org/10.31357/icbm.v17.5210" @default.
• W3202671317 hasPublicationYear "2021" @default.
• W3202671317 type Work @default.
• W3202671317 sameAs 3202671317 @default.
• W3202671317 citedByCount "0" @default.
• W3202671317 crossrefType "journal-article" @default.
• W3202671317 hasAuthorship W3202671317A5013364156 @default.
• W3202671317 hasAuthorship W3202671317A5022812003 @default.
• W3202671317 hasConcept C100363876 @default.
• W3202671317 hasConcept C119857082 @default.
• W3202671317 hasConcept C144024400 @default.
• W3202671317 hasConcept C144133560 @default.
• W3202671317 hasConcept C149923435 @default.
• W3202671317 hasConcept C151730666 @default.
• W3202671317 hasConcept C15744967 @default.
• W3202671317 hasConcept C162853370 @default.
• W3202671317 hasConcept C172256602 @default.
• W3202671317 hasConcept C17744445 @default.
• W3202671317 hasConcept C190248442 @default.
• W3202671317 hasConcept C199539241 @default.
• W3202671317 hasConcept C2778139618 @default.
• W3202671317 hasConcept C2779343474 @default.
• W3202671317 hasConcept C2908647359 @default.
• W3202671317 hasConcept C36289849 @default.
• W3202671317 hasConcept C39549134 @default.
• W3202671317 hasConcept C41008148 @default.
• W3202671317 hasConcept C46934059 @default.
• W3202671317 hasConcept C74196892 @default.
• W3202671317 hasConcept C77805123 @default.
• W3202671317 hasConcept C83030740 @default.
• W3202671317 hasConcept C86803240 @default.
• W3202671317 hasConcept C87156501 @default.
• W3202671317 hasConceptScore W3202671317C100363876 @default.
• W3202671317 hasConceptScore W3202671317C119857082 @default.
• W3202671317 hasConceptScore W3202671317C144024400 @default.
• W3202671317 hasConceptScore W3202671317C144133560 @default.
• W3202671317 hasConceptScore W3202671317C149923435 @default.
• W3202671317 hasConceptScore W3202671317C151730666 @default.
• W3202671317 hasConceptScore W3202671317C15744967 @default.
• W3202671317 hasConceptScore W3202671317C162853370 @default.
• W3202671317 hasConceptScore W3202671317C172256602 @default.
• W3202671317 hasConceptScore W3202671317C17744445 @default.
• W3202671317 hasConceptScore W3202671317C190248442 @default.
• W3202671317 hasConceptScore W3202671317C199539241 @default.
• W3202671317 hasConceptScore W3202671317C2778139618 @default.
• W3202671317 hasConceptScore W3202671317C2779343474 @default.
• W3202671317 hasConceptScore W3202671317C2908647359 @default.
• W3202671317 hasConceptScore W3202671317C36289849 @default.
• W3202671317 hasConceptScore W3202671317C39549134 @default.
• W3202671317 hasConceptScore W3202671317C41008148 @default.
• W3202671317 hasConceptScore W3202671317C46934059 @default.
• W3202671317 hasConceptScore W3202671317C74196892 @default.
• W3202671317 hasConceptScore W3202671317C77805123 @default.
• W3202671317 hasConceptScore W3202671317C83030740 @default.
• W3202671317 hasConceptScore W3202671317C86803240 @default.
• W3202671317 hasConceptScore W3202671317C87156501 @default.
• W3202671317 hasLocation W32026713171 @default.
• W3202671317 hasOpenAccess W3202671317 @default.
• W3202671317 hasPrimaryLocation W32026713171 @default.
• W3202671317 hasRelatedWork W1996992816 @default.
• W3202671317 hasRelatedWork W2736959434 @default.
• W3202671317 hasRelatedWork W2913233541 @default.
• W3202671317 hasRelatedWork W2966336311 @default.
• W3202671317 hasRelatedWork W3034139276 @default.
• W3202671317 hasRelatedWork W3184992248 @default.
• W3202671317 hasRelatedWork W3215048339 @default.
• W3202671317 hasRelatedWork W4289518665 @default.
• W3202671317 hasRelatedWork W4293312104 @default.

• next