IDENTIFYING THE DOMINANT FACTORS OF GROUP COHESION IN THE MULTIGENERATIONAL WORKFORCE IN STATE-OWNED ENTERPRISES
The increasing presence of new generations in the workforce has widened generational cultural gaps within multigenerational teams. While this diversity offers potential advantages, it also poses challenges to group cohesion, a crucial factor influencing team performance, satisfaction, and conflict r...
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| Format: | Final Project |
| Language: | Indonesia |
| Online Access: | https://digilib.itb.ac.id/gdl/view/83846 |
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| Institution: | Institut Teknologi Bandung |
| Language: | Indonesia |
| Summary: | The increasing presence of new generations in the workforce has widened generational cultural gaps within multigenerational teams. While this diversity offers potential advantages, it also poses challenges to group cohesion, a crucial factor influencing team performance, satisfaction, and conflict resolution. This study examines the relationship between six factors of cohesion (attraction, task commitment, social categorization and identification, group affect, group structure, and entitativity) and overall group cohesion in multigenerational workforce within Indonesian state-owned enterprises or BUMN. Using a quantitative approach with online surveys from 119 SOE employees across three generations (X, Y, and Z), descriptive statistics and Spearman-rho correlation tests reveal a high positive correlation between group affect and group cohesion, followed by attraction and task commitment. Social categorization and identification demonstrate a low positive correlation. These findings highlight specific cohesion factors that employers and employees can prioritize to enhance group cohesion in multigenerational workforces, ultimately for addressing the complex dynamics of generational diversity in the workplace. |
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