GENERATIONAL DIFFERENCES IN THE EFFECTS OF INSECURITY, RESTRUCTURED WORKPLACE TEMPORALITIES, AND TECHNOLOGY ON ORGANIZATIONAL LOYALTY

We test hypotheses regarding generational differences in the effects on organizational loyalty of workplace insecurity, restructured workplace temporalities, and technological access to the workplace. We argue that large-scale social changes have eroded the social employment contract and impacted these features of the workplace. Further, these new working conditions will have a greater impact on the organizational loyalty and commitment of older cohorts of workers whose expectations were formed under the previous social contract than on more recent cohorts. With the exception of insecurity, our results generally support our hypotheses. They also have some intriguing implications that the conditions that dampen the loyalty of older cohorts enhance that of younger. Likewise, they raise important questions about what factors affect the loyalty of younger generations of workers and what role the increasing reliance on technology for work outside of onormalo working hours might play in fostering loyal employees.