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Nov 23, 2024
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Abstract
This study aimed to study job security, social stimulation, and oppor-tunity to use one’s abilities as factors that influenced Gen X (ages 36-54) and Millennial (ages 21 to 35) employees’ organizational loyalty as part of a particular organization. Understanding organizational culture is cru-cial when examining loyalty among Gen X and Millennial seafarers in maritime companies. It has been recognized as a vital factor contributing to the success of business operations. Recently, many initiatives have been implemented to promote workforce development. Employers rec-ognize that their workforce directly affects financial performance, and understanding organizational loyalty across generations is crucial for ensuring this. Sixty seafarers from three Philippine Manning agencies were asked to answer surveys and participate in follow-up interviews as needed to investigate the variables. Partial least squares structural equation modeling (PLS-SEM) and multigroup analysis (PLS-MGA) were used to analyze the gathered respondent data. The findings indicated that social stimulation and the opportunity to use one’s abilities were both groups' most significant predictors of loyalty. The subsequent PLS-MGA showed that job security was particularly a significant predictor for Gen X employees, while it was not a significant predictor for Millennials. The implications show that predictors of loyalty can change depending on the age of the seafarers. Therefore, it is recommended that leaders of the different Philippine manning agencies develop customized strategies for cultivating loyalty from Gen X and millennial employees. must ensure that employees understand a clear path for growth and development, and they should actively pursue these plans. Moreover, management can enhance social connections by forming partnerships and collaborating with maritime stakeholders. This approach can foster positive interac-tions among the various marine stakeholders.
Article Details
This work is licensed under a Creative Commons Attribution 4.0 International License.
How to Cite
Dui, R. P., & Paredes, M. P. L. (2024). Investigating Organizational Loyalty in Maritime Companies among Generation X and Millennials Using Partial Least Squares Structural Equa-tion Modeling. International Journal of Multidisciplinary: Applied Business and Education Research, 5(11), 4272-4283. https://doi.org/10.11594/ijmaber.05.11.02
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Alvarez, J. M. (2021). Leaders’ Strategies for Motivating the Millennial Generation to Sustain High Levels of Performance (Doctoral dissertation). Walden University.
Amante, M. S. V. (2003). Philippine Global Seafarers: A Profile.
Ayap, C. & Macalalad, J. (2016). Work Values and Job Satisfaction among Seafarers in J-Phil Marine Incorporated, Asia Pacific Journal of Academic Research in Business Administration, Vol. 2 No. 1.
Bogosian, R., & Rousseau, C. (2017). How and Why Millennials are Shaking Up Organi-zational Cultures, Rutgers Business Re-view.
Bruck, C. et al. (2002). The Relation between Work-Family Conflict and Job Satisfaction: A Finer-Grained Analysis. Journal of Vocational Behavior, 60(3): 336-353.
Clark, K. R. (2017). Managing multiple genera-tions in the workplace. Radiologic Tech-nology, 88(4), 379–398. Retrieved from http://www.radiologictechnology.org
Dinh Khoa, Vu & Van Quang, Ngo & Dung, Nguyen & Hoa, Bui & Huyen, Nguyen. (2024). Organizational Culture and Em-ployees’ Loyalty: An Emperical Research from an University Context. International Journal of Religion. 5. 118-135. 10.61707/xz6y4808.
Farrell, L., & A. Hurt. (2014). Training the Mil-lennial Generation: Implications for Or-ganizational Climate. Journal of Organiza-tional Learning & Leadership 12(1): 47-60.
Goler, L., Gale, J., Harrington, B., & Grant, A. (2021, September). The future of flexibil-ity at work. Harvard Business Review. https://hbr.org/2021/09/the-future-of-flexibility-at-work
Hair, J. F. J., Hult, G. T. M., Ringle, C., & Sarstedt, M. (2014). A primer on Partial Least Squares Structural Equation Modeling (PLS-SEM). Thousand Oaks, California: Sage Publications, Inc. https://doi.org/10.1016/j.lrp.2013.01.002
Hellgren, J., Sverke, M., & Isaksson, K. (1999). A two-dimensional approach to job inse-curity: Consequences for employee atti-tudes and well-being. European Journal of Work and Organizational Psychology, 8(2), 179-195.
Jenkins, J. (2007). Leading the four generations at work. American Management Associa-tion, 23-71.
Johnson, J., & Ng, E. S. (2016). Money talks or Millennials walk: The effect of compensa-tion on nonprofit millennial workers sec-tor-switching intentions. Review of Public Personnel Administration, 36(3), 283–305. doi:10.1177/0734371X15587980
Judge, T. A., & Bono, J. E. (2001). Relationship of core self-evaluations traits—Self-esteem, generalized self-efficacy, locus of control, and emotional stability—with job s
Karp, H., Fuller, C., & Sirias, D. (2002). Bridg-ing the boomer Xer gap. Creating authen-tic teams for high performance at work. Palo Alto: Davies Black Publishing
Katumpe, G. S. O., Kyongo, J. K. (2023). Mille-nials’ workplace challenges and global market trends. International Academic Journal of Human Resource and Business Administration, 4(3), 436-452.
Krawczynska-Zaucha, T. (2019). Generational Differences in Key Values and Ethics. Or-ganization and Management Series No. 151, March 2021, DOI: 10.29119/1641-3466.2021.151.18
Lancaster, L., and D. Stillman. 2002. When Generations Collide. New York: Harper Business.
Lindgren, N., & Nilsson, J. (2011). Filipinos Sailing on the Seven Seas - A Qualitative Study of Filipino Seafarers Working on International Vessels. University of Boras.
Lowry, P. B., & Gaskin, J. (2014). Partial least squares (PLS) structural equation model-ing (SEM) for building and testing behav-ioral causal theory: When to choose it and how to use it. IEEE Transactions on Professional Communication, 57(2), 123–146. https://doi.org/10.1109/TPC.2014.2312452
Mashel, B., & Bertin-Peterson, M. (2017). Moti-vating Millennials: The Next Act in Creat-ing Theatre Patrons. American Journal of Arts Management, 5(2).
Matthews, L. (2017). Applying Multigroup Analysis in PLS-SEM: A Step-by-Step Pro-cess. In: Latan, H., Noonan, R. (eds) Par-tial Least Squares Path Modeling. Spring-er, Cham. https://doi.org/10.1007/978-3-319-64069-3_10
Medallon, M. (2020). Determinants of Millen-nial Employee Retention in Selected Phil-ippine Workplaces, LPU-Laguna Journal of Multidisciplinary Research Vol. 4 No. 1 October 2020
Mitchell, J. A. (2001). The ethical advantage: Why ethical leadership is good business
Morse, M. (2019). Don’t Forget About Gen X: Attracting This Generation Through Ben-efits. Recruiting and L&D, July 8, 2019, https://hrdailyadvisor.blr.com/2019/07/08/dont-forget-about-gen-x-attracting-this-generation-through-benefits/
Naveed, A., Usman, A., Bushra, F., Promotion: A predictor of Job Satisfaction: A study of Glass Industry of Lahore (Pakistan), In-ternational Journal of Business and Social Science, Vol. 2 No. 16; September 2011.
Pandey, C., Khare, R., Impact of Job Satisfac-tion and Employee Commitment on Em-ployee Loyalty, International Journal of Social Science & Interdisciplinary Re-search, Vol.1 Issue 8, August 2012, ISSN 2277 3630
Paredes, MPL. (2023). Organizational culture and corporate sustainability practices: Looking for a Way in. DLSU Business Notes & Briefings, 11(3), 1-11.
Philippines: Maritime Industry Development Plan (MIDP) 2019–2028, 2018
Ramadhanty, D.P., Saragih, E.H., Aryanto, R., & Manajemen, S.T. (2019). The Influence of the Work Environment on the Loyalty of Millenial Employees, Advances in Eco-nomics, Business and Management Re-search, Volume 149, Proceedings of the 3rd Asia Pacific Management Research Conference (APMRC 2019).
Ringle, C., Wende, S., & Becker, J.-M. (2015). SmartPLS 3. Boenningstedt: SmartPLS GmbH. Retrieved from http://www.smartpls.com
Richter, L. (2016). The Impact of the Maritime Industry on the Philippine Economy.
Smith, M., Motivation and its Impact on Em-ployee Loyalty and Commitment: A Quali-tative Analysis, Trinity Washington Uni-versity, 2015
Smola, K. W., & Sutton, C. D. (2002). Genera-tional differences: Revisiting generational work values for the new millenni-um. Journal of Organizational Behavior, 23(SpecIssue), 363–382. https://doi.org/10.1002/job.147
Spector, P. E. (1985). Measurement of human service staff satisfaction: Development of the Job Satisfaction Survey. American Journal of Community Psychology, 13(6), 693–713. https://doi.org/10.1007/BF00929796
Suprayitno, D. & Husein Umar, W. (2020). Loy-alty of Seafarers in the Shipping Industry in Jakarta Province, Indonesia, Palarch’s Journal Of Archaeology Of Egypt/Egyptology
Tang, T. L., & Tzeng, J. Y. (1992). Demographic correlates of protestant work ethic. The Journal of Psychology, 126(2), 163-170.
Tran, A. T. P., & Von Korflesch, H. (2016). A conceptual model of social entrepreneur-ial intention based on the social cognitive career theory. Asia Pacific Journal of In-novation and Entrepreneurship.
Tolbize, Anick. (2008). Generational differ-ences in the workplace Research and Training Center on Community Living.
Vinerean, A. (2015). Loyal Employees. A Key Factor in the Success of a Company. Ex-pert Journal of Marketing, Volume 3, Is-sue 2, pp.73-78, 2 0 15.
Waqas, A., Bashir, U., Sattar, M., Abdullah, H., Hussain, I., Anjum, W., Ali, M. Factors In-fluencing Job Satisfaction and its Impact on Job Loyalty. International Journal of Learning and Development, ISSN 2164-4063, 2014, Vol. 4, No. 2
Yusif, S., Hafeez-Baig, A., Soar, J., & Ong Lai Teik, D. (2020). PLS-SEM path analysis to determine the predictive relevance of e-Health readiness assessment model. https://doi.org/10.1007/s12553-020-00484-9
Zemke, R., C. Raines, and B. Filipczak. 2000. Generations at work: Managing the clash of veterans, boomers, xers, nexters in your workplace. New York: AMACOM