Abstract:
Since the staple mentality in today’s organizations suggests that the younger generation is more favored in employment as managers consider age or generational groups as an enabler in hiring—revolving around competitive skill set, positive views in working conditions, lesser level of priorities, and positive workplace attitude—this study challenged the current mindset in organizations and verified if generational category is an appropriate prerogative in the hiring preference of employers and in classifying the job attitude of an employee. A quantitative study was conducted in Nozomi Fortune Inc.to determine the correlation of generational differences with hiring preference and job attitude, and to know the correlation between the hiring preference of employers and job attitude of employees. 100 questionnaires were distributed equally among outsourced employees classified under Generation X, individuals ages 35-50, and Generation Y, individuals ages 20-34. Results showed that generational gap has a positive correlation with hiring preference, whereas il has a negative correlation with job attitude. The study also confirmed that job attitude is directly proportional to hiring preference. The research, backed up by quantitative data, indicates that generational differences serve as mediating factor in hiring preference, however not in job attitude. With this, organizations must provide avenues wherein employees can meet unfulfilled workplace needs such as hard-skill trainings and family-related benefits to improve the job attitude of employees resulting to increased organizational efficiency.
