Development of an organizational coolness concept from an examination of millennial perceptions of cool and uncool employer organizations

Abstract

PurposeConsidering the growing prominence of millennials in the workforce, the current work explores the idea of cool employers as perceived, particularly by millennials.Design/methodology/approachUtilizing a mixed methods approach, the authors explore the polar concepts of cool and uncool potential employing organizations through a two-phase study that examined millennial's and nonmillennials’ perceptions of the components that constitute a cool or uncool organization to work.FindingsThe findings of the study indicate a difference between millennial and nonmillennial perceptions regarding the characteristics of a cool or uncool employing organization. Additionally, the authors discuss the dimensions of the cool and uncool organization concepts as perceived by millennials in the context of pertinent organizational theory.Originality/valueBased upon the tenets of attraction–selection–attrition (ASA) theory and social identity theories, an organizational coolness concept is developed.

Monkey see, monkey do? Examining the effect of entrepreneurial orientation and knowledge sharing on new venture creation for Gen Y and Gen Z

“…To highlight, the function of educators for the Gen Z is only as a facilitator or “friend” of learning and connector of resources in the university’s entrepreneurial ecosystem. Some emerging organisational and entrepreneurial concepts such as authentic entrepreneurship, authentic leadership and organisational coolness are essential to explore in the future to better prepare the Gen Z as entrepreneur and the next generation of leaders (Baldonado, 2018; Guillotin and Mangematin, 2018; Laudert, 2018; Aadland and Aaboen, 2020; Wolverton et al , 2021).…”

Kepemimpinan Ideal Untuk Generasi Millenials: A Field Study

“…Penelitian lain oleh González-Gómez (2020) di Meksiko yang saat ini menghadapi social scarcities dan tekanan dalam bisnis, menyatakan perlunya adanya pendidikan baik secara social maupun teori yang akan berguna bagi SDM dan merupakan kewajiban pemimpin untuk menanamkan kewajiban moral bagi perusahaan. Hal ini dikarenakan adanya perbedaan persepsi antara millennial dan non millennial mengenai karakteristik organisasi pemberi kerja yang keren maupun tidak keren (Carraher et al, 2021). Hal ini juga selaras dengan kutipan wawancara oleh informan K, O, dan S berikut ini:…”

Understanding the stereotypes of Millennials in the workplace

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