Abstract
This study aims to investigate the relationship between generational workforces and organisational change factors using a quantitative approach. Specifically, the study aims to determine whether generational workforces differ significantly in terms of their attitudes towards change, readiness for change, commitment to change, and resistance to change.
Using a cross-sectional research design, data were gathered through a self-administered questionnaire from a sample of permanently employed individuals representing four generational workforces: Baby Boomers, Generation X, Millennials, and Generation Z.
The study's findings provide evidence that generational workforce dynamics significantly influence various aspects of organisational change, emphasising the importance of recognising generational differences and implementing tailored change management strategies. By recognising these distinctions, organisations can develop a roadmap for successful change adoption that meets the diverse needs of their workforce. The study also underscores the multifaceted nature of the relationship between generational workforces and organisational change, shedding light on the importance of considering additional variables beyond age. These findings provide new insights into how generational dynamics impact organisational change and underscore the critical role of attitude, resistance, commitment, and readiness to change in predicting and comprehending organisational change outcomes.
Keywords: Generational workforces, organisational change, readiness for change, resistance to the change, commitment to change, organisational change