Camilla Chioato has recently graduated from IADT, where she pursued a Bachelor of Science degree in Applied Psychology. While studying, she worked as a waitress and as a care and support worker. She also participated in the EY's 2020 summer internship as a consultant in the People Advisory Service line where she had the opportunity to learn about the role that the People Team has in a company and its impact on organizational outcomes, which increased her interest in the field and her determination in building a career in Human Resources.
It is important that we have an awareness of the impact employees have on the way firms operate. This research looked into generational differences and perceived self-efficacy to predict employees' proactivity in the workplace. One hundred and eighty-four people responded to an online survey. The ages of the participants ranged between 18 and 55 years. Participants were spread over three generational cohorts (Centennials, Millennials, and Generation X). A two-way ANOVA was conducted with generational cohort and self-efficacy as the independent variables while proactive work behaviour was the dependent variable.
This study aimed to explore the impact of the generational cohort on proactive work behaviour, while furthering knowledge on its established relationship with self-efficacy (Bandura, 1977). Results of the current research may be considered by human resources management professionals when contemplating the implementation of programs designed to increase employees’ self-efficacy.
While no significant result was calculated for the effect of the generational cohort on proactive work behaviour, the findings of this study revealed some interesting points about the importance of self-efficacy in today's work scenario. Indeed, a significant difference was found in proactive work behaviour between individuals with low-medium self-efficacy and high self-efficacy. Those with high self-efficacy demonstrated a higher disposition towards proactive work behaviour. Practical implications may suggest the implementation of self-efficacy-building strategies are necessary for employees to be more likely to engage in proactive work behaviour. As Centennials have not shown any particular disposition to being proactive, the implementation of such programs should be considered by human resources managers professionals, especially in the course of internships and graduate programs.
The Centennials have come. The role of self-efficacy in proactive work behaviour through a generational cohort lens.