The Impact Of Age: Do Younger Workers Need More Support, Justice, And Trust To Stay With An Organization?
Open Access
Author:
Kreider, Brandon William
Area of Honors:
Labor and Employment Relations
Degree:
Bachelor of Science
Document Type:
Thesis
Thesis Supervisors:
Elaine Farndale, Thesis Supervisor Alan V Derickson, Thesis Honors Advisor
Keywords:
perceived supervisor support procedural justice distributive justice trust in senior management affective commitment quit
Abstract:
The purpose of this study is to determine if perceived supervisor support, procedural justice, distributive justice, and trust in senior management impacts an employee’s affective commitment and their intention to quit. This study then analyzed further the moderating effect of age on these relationships. Understanding how age impacts these relationships is important for organizations to understand because it will impact how their leaders create policies and manage their employees. A questionnaire asking for the employee’s perspective on the independent and dependent variables was distributed to a large, United Kingdom government agency in 2008. The moderated regression analysis showed that older workers had less affective commitment and a greater intention to quit the organization regardless of the level of perceived supervisor support, procedural justice, distributive justice, or trust in senior management.
