Políticas de Adquisición y Retención de Talento para la Generación Z en Empresas Familiares
DOI:
https://doi.org/10.21678/jb.2025.2453Palabras clave:
Gestión de talento, Generación Z, Adquisición de talento, Retención, Negocios familiaresResumen
En el entorno empresarial actual, la gestión del talento se ha convertido en una disciplina crucial para lograr una ventaja competitiva sostenible. Este estudio se centra en las políticas de adquisición y retención de talento de la Generación Z en empresas familiares españolas, un sector significativo en la economía del país. Utilizando un enfoque mixto de entrevistas cualitativas y encuestas cuantitativas, se exploran las percepciones de los directivos y los jóvenes empleados sobre las políticas de gestión del talento. Los resultados revelan que, aunque muchas empresas implementan prácticas efectivas, existen diferencias significativas en la adaptación al cambio generacional. Factores como la comunicación fluida, la formación continua y la inclusión de los empleados en la toma de decisiones estratégicas son clave para la retención del talento joven. Además, la flexibilidad laboral y un ambiente de trabajo que refleje los valores de la Generación Z son esenciales. Este estudio contribuye tanto a la teoría como a la práctica de la gestión de recursos humanos, proporcionando recomendaciones para mejorar la retención y la satisfacción de los jóvenes empleados. Las implicaciones prácticas incluyen la necesidad de auditorías regulares de políticas, el desarrollo de programas de mentoría y la implementación de encuestas regulares de satisfacción para alinear las expectativas de los empleados con las prácticas organizativas.
Descargas
Los datos de descargas todavía no están disponibles.
Citas
AEC - Asociación española de empresas de consultoría. (2023, 1 diciembre). Inicio - AEC - Asociación española de empresas de consultoría. AEC - Asociación Española de Empresas de Consultoría - Nuestra Misión Es Generar un Efecto Tractor En el Resto de Sectores Para Incrementar la Competitividad, Avanzar Hacia una Nueva Economía Digital y Mejorar el Bienestar de los Ciudadanos. https://aecconsultoras.com/
Aggarwal, A., Sadhna, P., Gupta, S., Mittal, A., & Rastogi, S. (2022). Gen Z entering the workforce: Restructuring HR policies and practices for fostering the task performance and organizational commitment. Journal of Public Affairs, 22(3), e2535.
Allen, M. (2017). The sage encyclopedia of communication research methods, SAGE Publications, Inc, Thousand Oaks, CA. Doi: 10.4135/9781483381411
Andrés, R. (2024, 22 marzo). Entre llegar más lejos en sus carreras y no hablar con sus compañeros boomers, los empleados de la gen-Z... Xataka. https://www.xataka.com/empresas-y-economia/generacion-z-se-enfrenta-a-obstaculo-para-su-carrera-hablar-companeros-otra-generacion
Ariss, A. A., Cascio, W. F., & Paauwe, J. (2014). Talent management: Current theories and future research directions. Journal Of World Business, 49(2), 173-179. https://doi.org/10.1016/j.jwb.2013.11.001
Bargoni, A., Alon, I., & Ferraris, A. (2023). A systematic review of family business and consumer behaviour. Journal of Business Research, 158, 113698.
Barhate, B., & Dirani, K. M. (2021). Career aspirations of generation Z: a systematic literature review. European Journal of Training and Development, 46(1/2), 139-157. https://doi.org/10.1108/ejtd-07-2020-0124
Barnett, T., & Kellermanns, F. W. (2006). Are we family and are we treated as family? Nonfamily employees’ perceptions of justice in the family firm. Entrepreneurship Theory and Practice, 30(6), 837-854.
Bell, E., Bryman, A., & Harley, B. (2022). Business research methods. Oxford University Press.
Bhattacharya, S., & Mukherjee, P. (2009). Rewards as a Key to Employee Engagement: A Comparative Study on I.T. Professionals. https://www.semanticscholar.org/paper/Rewards-as-a-Key-to-Employee-Engagement-%3A-A-Study-Bhattacharya-Mukherjee/f03c293de6ec2f7eb112ae4487621f5e816e027c
Christensen-Salem, A., Mesquita, L. F., Hashimoto, M., Hom, P. W., & Gomez-Mejia, L. R. (2021). Family firms are indeed better places to work than non-family firms! Socioemotional wealth and employees perceived organizational caring. Journal Of Family Business Strategy, 12(1), 100412. https://doi.org/10.1016/j.jfbs.2020.100412
Collins, O. (2020). A Qualitative Investigation into the Implications on Human Resource Management Retention Strategies as Generation Z Enter the Workplace (Doctoral dissertation, Dublin, National College of Ireland).
Debicki, B. J., Kellermanns, F. W., Chrisman, J. J., Pearson, A. W., & Spencer, B. A. (2016). Development of a socioemotional wealth importance (SEWi) scale for family firm research. Journal of Family Business Strategy, 7(1), 47-57.
Desai, S. P. and Lele, V. (2017). Correlating Internet, Social Networks and Workplace - a Case of Generation Z Students. Journal of Commerce & Management Thought, 8(4), 802–815. Doi: 10.5958/0976 478X.2017.00050.7.
Elo, S., & Kyngäs, H. (2008). The qualitative content analysis process. Journal of advanced nursing, 62(1), 107-115.
ESIC Business & Marketing School. (2022). Concepto, requisitos y ejemplos de una empresa familiar. https://www.esic.edu/rethink/management/empresa-familiar-requisitos-y-ejemplos
EY (2018). Failure Drives Innovation. Available at https://www.prnewswire.com/news-releases/failure-drives-innovation-according to-ey-survey-on-gen-z-300714436.html [Accessed 3 May 2020].
Farndale, E., Scullion, H., & Sparrow, P. (2010). The role of the corporate HR function in global talent management. Journal Of World Business, 45(2), 161-168. https://doi.org/10.1016/j.jwb.2009.09.012
Festing, M., & Schäfer, L. (2014). Generational challenges to talent management: A framework for talent retention based on the psychological-contract perspective. Journal Of World Business, 49(2), 262-271. https://doi.org/10.1016/j.jwb.2013.11.010
Francis, T., & Hoefel, F. (2018, 12 November). ‘True Gen’: Generation Z and its implications for companies. McKinsey & Company. https://www.mckinsey.com/industries/consumer-packaged-goods/our-insights/true-gen-generation-z-and-its-implications-for-companies
Gabrielova, K., & Buchko, A. A. (2021). Here comes Generation Z: Millennials as managers. Business Horizons, 64(4), 489-499. https://doi.org/10.1016/j.bushor.2021.02.013
Gallardo-Gallardo, E., Nijs, S., Dries, N., & Gallo, P. (2015). Towards an understanding of talent management as a phenomenon-driven field using bibliometric and content analysis. Human Resource Management Review, 25(3), 264-279. https://doi.org/10.1016/j.hrmr.2015.04.003
Glaser, B. G., and A. L. Strauss. (1967). The discovery of grounded theory: Strategies for qualitative research. New York, NY: Aldine de Gruyter.
Gomez-Mejia, L. R., Larraza-Kintana, M., & Makri, M. (2003). The determinants of executive compensation in family-controlled public corporations. Academy of management journal, 46(2), 226-237.
Harker Martin, B., & MacDonnell, R. (2012). Is telework effective for organizations? A meta‐analysis of empirical research on perceptions of telework and organizational outcomes. Management Research Review, 35(7), 602-616.
Harms, H. (2014). Review of family business definitions: cluster approach and implications of heterogeneous application for family business research. International journal of financial studies, 2(3), 280-314.
Howe, Neil and Strauss, William. (1991). Generations: The History of America's Future, 1584 to 2069. New York: William Morrow & Company.
Jones, S., Chauhan, P. and Torabian, A. (2019). Working with Different Generations at the Workplace: Challenges for Leaders. Effective Executive, 22(4), 64–70.
Jones, V., Jo, J., & Martin, P. (2007, February). Future Schools and How Technology can be used to support Millennial and Generation-Z Students. In ICUT 2007 (Proc. B), 1st Int. Conf. Ubiquitous Information Technology (Vol. 12, p. 14).
Kang, J., & Kim, J. (2020). Do Family Firms Invest More than Nonfamily Firms in Employee-Friendly Policies? Management Science, 66(3), 1300-1324. https://doi.org/10.1287/mnsc.2018.3231
Kazekami, S. (2020). Mechanisms to improve labor productivity by performing telework. Telecommunications Policy, 44(2), 101868.
Kirchmayer, Z., & Fratričová, J. (2018). What Motivates Generation Z at Work? Insights into Motivation Drivers of Business Students in Slovakia. ResearchGate. https://www.researchgate.net/publication/324797364_What_Motivates_Generation_Z_at_Work_Insights_into_Motivation_Drivers_of_Business_Students_in_Slovakia
KPMG (2018). Barometro de la empresa familiar. European Family Businesses. Fuente: https://assets.kpmg.com/content/dam/kpmg/es/pdf/2018/10/vi-barometro-europeo-empresa-familiar.pdf
Krivokapic-Skoko, B., O’Neill, G., & Droulers, M. (2007). Psychological Contracts: A Brief Overview. Exploring Management, Economic and Finance Implications of a Globalising Environment, 91.
Labrado Antolín, M., Rodríguez-Ruiz, Ó. and Fernández Menéndez, J. (2024). A time after time effect in telework: an explanation of willingness to telework and self-reported productivity. International Journal of Manpower, 45(1), 200-214. https://doi.org/10.1108/IJM-05-2022-0238
Lhh. (2024). Aspectos esenciales de la Generación Z en el ámbito laboral. LHH. https://www.lhh.com/es/es/insights/generacion-z-ambito-laboral/
Londoño, A. A. O., Valencia, J. C. N., & Hernández, G. C. (2022). El impacto estratégico de la formación organizacional. Universidad Nacional de Colombia.
Luttrell, R., & McGrath, K. (2021). Gen Z: The superhero generation. Rowman & Littlefield Publishers.
Maura, M., & Burcea, M. (2018). Assessing the Motivation of Generation Z Students for Choosing a Career in the Hospitality Industry. https://www.ceeol.com/search/article-detail?id=763226
Mbalyohere, C., & Lawton, T. C. (2019). Engaging Stakeholders through Corporate Political Activity: Insights from MNE Nonmarket Strategy in an Emerging African Market. Journal of International Management, 25(4), 100709. https://doi.org/10.1016/j.intman.2019.04.002
Mojica, A. T., Sioli, A. L., Arboledas, J. R. P., Sancho, A., Ríos, A. V., Martí, C., ... & Moreno-Salamanca, A. (2017). 9 claves para una gestión humana estratégica: Catorce expertos internacionales explican como alinear la gestión de personas con el negocio. LID Editorial.
Moreno-Menéndez, A. M., Arzubiaga, U., Díaz-Moriana, V., & Casillas, J. C. (2022). The impact of a crisis on entrepreneurial orientation of family firms: The role of organizational decline and generational change. International Small Business Journal, 40(4), 425-452.
Moreno, M. D. P., Gómez Mejia, L. R., Larraza-Kintana, M., & Makri, M. (2010). Family control of firms and industries: Impact on market value and performance. Journal of Management Studies, 47(2), 276-300.
Morton, L. P. (2002). Targeting generation Y. Public Relations Quarterly, 47(2), 46-48.
Munsch, A., & Winker, P. (2022). Is Working from Home the New Workplace Panacea? Evidence from a Meta-Analysis. Business Research, 15(2), 277-307. https://doi.org/10.1007/s40685-022-00156-1
Murray, K. (2017). Job satisfaction and the work environment in millennial and Generation Z employees (Doctoral dissertation, Capella University).
Nath, N., & Lieber, M. (2023). Telework in the 21st century: How remote work impacts productivity and performance. Journal of Organizational Behavior, 44(1), 29-45. https://doi.org/10.1002/job.2650
Nelson, J. A. (2017). Economics for humans. University of Chicago Press.
Nguyen Ngoc T, Viet Dung M, Rowley C, Pejić Bach M. (2022) Generation Z job seekers’ expectations and their job pursuit intention: Evidence from transition and emerging economy. International Journal of Engineering Business Management;14. doi:10.1177/18479790221112548
Northouse, P. G. (2021). Leadership: Theory and practice. Sage publications.
Osorio M.L. & Madero S. (2024). Explaining Gen Z's desire for hybrid work in corporate, family, and entrepreneurial settings, Business Horizons, https://doi.org/10.1016/j.bushor.2024.02.008.
Pandita, D. and Ray, S. (2018), "Talent management and employee engagement – a meta-analysis of their impact on talent retention", Industrial and Commercial Training, Vol. 50 No. 4, pp. 185-199. https://doi.org/10.1108/ICT-09-2017-0073
Pérez de Lema, D., Duréndez, A., & Sánchez-Marín, G. (2021). La importancia de la empresa familiar en la economía: situación actual y desafíos futuros. Investigaciones Europeas de Dirección y Economía de la Empresa, 27(3), 131-148. https://doi.org/10.1016/j.iedee.2021.06.002
Pérez, J. R. G. (2020). La comunicación interna en la empresa: una propuesta para generar cultura organizacional. https://dialnet.unirioja.es/servlet/articulo?codigo=7642658
Probst, G., & Raisch, S. (2005). Organizational crisis: The logic of failure. Academy of Management Perspectives, 19(1), 90-105.
Quinlan, C. (2011) Business Research Methods. Dawsonera. https://www.dawsonera.com/readonline/97814080555022
Restrepo, M., Quintero, H. L., & Marin, D. (2020). Impacto de las tecnologías en la empresa familiar en América Latina: Un estudio de caso. https://www.icesi.edu.co/revistas/index.php/estudios_gerenciales/article/view/4645
Restrepo, M., Vargas, C., & Quintero, L. (2021). Empresa familiar y generación Z: Una revisión de la literatura. https://www.icesi.edu.co/revistas/index.php/estudios_gerenciales/article/view/4826
Robinson, S. L. (1996). Trust and breach of the psychological contract. Administrative Science Quarterly, 41(4), 574-599.
Rowe, W. G., & Wright, P. M. (1997). Related and unrelated diversification and their effect on human resource management controls. Strategic Management Journal, 18(4), 329-338.
Saunders, M., Lewis, P. and Thornhill, A. (2015) Research methods for business students. 7th edition. Dawsonera. https://www.dawsonera.com/readonline/9781292016641
Sledge, S., Miles, A. K., & Coppage, S. (2008). What role does culture play? A look at motivation and job satisfaction among hotel workers in Brazil. The International Journal of Human Resource Management, 19(9), 1667-1682.
Smith, S. M. (2017). Millennials and Motivation: A Challenge for Managers. http://www.cmr-journal.org/article/view/1577/728
Spence, M. (1973). Job Market Signaling. Quarterly Journal of Economics, 87(3), 355–374.
Strauss, W., & Howe, N. (2000). Millennials rising: The next great generation. Vintage.
Tapscott, D. (2008). Grown up digital: How the net generation is changing your world (Vol. 1). McGraw-Hill.
Twenge, J. M. (2010). A review of the empirical evidence on generational differences in work attitudes. Journal of Business and Psychology, 25(2), 201-210.
Unger, J. M., Rauch, A., Frese, M., & Rosenbusch, N. (2011). Human capital and entrepreneurial success: A meta-analytical review. Journal of Business Venturing, 26(3), 341-358.
Ward, J. L. (2016). Keeping the family business healthy: How to plan for continuing growth, profitability, and family leadership. Springer.
White, M. A., & Bruton, G. D. (2010). The management of technology and innovation: A strategic approach. Cengage Learning.
Wright, P. M., & McMahan, G. C. (1992). Theoretical perspectives for strategic human resource management. Journal Of Management, 18(2), 295-320.
Zapata-Cantu, L., Sanguino, R., Barroso, A. (2023) Family Business Adapting a New Digital-Based Economy: Opportunities and Challenges for Future Research. J Knowl Econ 14, 408–425. https://doi.org/10.1007/s13132-021-00871-1
Aggarwal, A., Sadhna, P., Gupta, S., Mittal, A., & Rastogi, S. (2022). Gen Z entering the workforce: Restructuring HR policies and practices for fostering the task performance and organizational commitment. Journal of Public Affairs, 22(3), e2535.
Allen, M. (2017). The sage encyclopedia of communication research methods, SAGE Publications, Inc, Thousand Oaks, CA. Doi: 10.4135/9781483381411
Andrés, R. (2024, 22 marzo). Entre llegar más lejos en sus carreras y no hablar con sus compañeros boomers, los empleados de la gen-Z... Xataka. https://www.xataka.com/empresas-y-economia/generacion-z-se-enfrenta-a-obstaculo-para-su-carrera-hablar-companeros-otra-generacion
Ariss, A. A., Cascio, W. F., & Paauwe, J. (2014). Talent management: Current theories and future research directions. Journal Of World Business, 49(2), 173-179. https://doi.org/10.1016/j.jwb.2013.11.001
Bargoni, A., Alon, I., & Ferraris, A. (2023). A systematic review of family business and consumer behaviour. Journal of Business Research, 158, 113698.
Barhate, B., & Dirani, K. M. (2021). Career aspirations of generation Z: a systematic literature review. European Journal of Training and Development, 46(1/2), 139-157. https://doi.org/10.1108/ejtd-07-2020-0124
Barnett, T., & Kellermanns, F. W. (2006). Are we family and are we treated as family? Nonfamily employees’ perceptions of justice in the family firm. Entrepreneurship Theory and Practice, 30(6), 837-854.
Bell, E., Bryman, A., & Harley, B. (2022). Business research methods. Oxford University Press.
Bhattacharya, S., & Mukherjee, P. (2009). Rewards as a Key to Employee Engagement: A Comparative Study on I.T. Professionals. https://www.semanticscholar.org/paper/Rewards-as-a-Key-to-Employee-Engagement-%3A-A-Study-Bhattacharya-Mukherjee/f03c293de6ec2f7eb112ae4487621f5e816e027c
Christensen-Salem, A., Mesquita, L. F., Hashimoto, M., Hom, P. W., & Gomez-Mejia, L. R. (2021). Family firms are indeed better places to work than non-family firms! Socioemotional wealth and employees perceived organizational caring. Journal Of Family Business Strategy, 12(1), 100412. https://doi.org/10.1016/j.jfbs.2020.100412
Collins, O. (2020). A Qualitative Investigation into the Implications on Human Resource Management Retention Strategies as Generation Z Enter the Workplace (Doctoral dissertation, Dublin, National College of Ireland).
Debicki, B. J., Kellermanns, F. W., Chrisman, J. J., Pearson, A. W., & Spencer, B. A. (2016). Development of a socioemotional wealth importance (SEWi) scale for family firm research. Journal of Family Business Strategy, 7(1), 47-57.
Desai, S. P. and Lele, V. (2017). Correlating Internet, Social Networks and Workplace - a Case of Generation Z Students. Journal of Commerce & Management Thought, 8(4), 802–815. Doi: 10.5958/0976 478X.2017.00050.7.
Elo, S., & Kyngäs, H. (2008). The qualitative content analysis process. Journal of advanced nursing, 62(1), 107-115.
ESIC Business & Marketing School. (2022). Concepto, requisitos y ejemplos de una empresa familiar. https://www.esic.edu/rethink/management/empresa-familiar-requisitos-y-ejemplos
EY (2018). Failure Drives Innovation. Available at https://www.prnewswire.com/news-releases/failure-drives-innovation-according to-ey-survey-on-gen-z-300714436.html [Accessed 3 May 2020].
Farndale, E., Scullion, H., & Sparrow, P. (2010). The role of the corporate HR function in global talent management. Journal Of World Business, 45(2), 161-168. https://doi.org/10.1016/j.jwb.2009.09.012
Festing, M., & Schäfer, L. (2014). Generational challenges to talent management: A framework for talent retention based on the psychological-contract perspective. Journal Of World Business, 49(2), 262-271. https://doi.org/10.1016/j.jwb.2013.11.010
Francis, T., & Hoefel, F. (2018, 12 November). ‘True Gen’: Generation Z and its implications for companies. McKinsey & Company. https://www.mckinsey.com/industries/consumer-packaged-goods/our-insights/true-gen-generation-z-and-its-implications-for-companies
Gabrielova, K., & Buchko, A. A. (2021). Here comes Generation Z: Millennials as managers. Business Horizons, 64(4), 489-499. https://doi.org/10.1016/j.bushor.2021.02.013
Gallardo-Gallardo, E., Nijs, S., Dries, N., & Gallo, P. (2015). Towards an understanding of talent management as a phenomenon-driven field using bibliometric and content analysis. Human Resource Management Review, 25(3), 264-279. https://doi.org/10.1016/j.hrmr.2015.04.003
Glaser, B. G., and A. L. Strauss. (1967). The discovery of grounded theory: Strategies for qualitative research. New York, NY: Aldine de Gruyter.
Gomez-Mejia, L. R., Larraza-Kintana, M., & Makri, M. (2003). The determinants of executive compensation in family-controlled public corporations. Academy of management journal, 46(2), 226-237.
Harker Martin, B., & MacDonnell, R. (2012). Is telework effective for organizations? A meta‐analysis of empirical research on perceptions of telework and organizational outcomes. Management Research Review, 35(7), 602-616.
Harms, H. (2014). Review of family business definitions: cluster approach and implications of heterogeneous application for family business research. International journal of financial studies, 2(3), 280-314.
Howe, Neil and Strauss, William. (1991). Generations: The History of America's Future, 1584 to 2069. New York: William Morrow & Company.
Jones, S., Chauhan, P. and Torabian, A. (2019). Working with Different Generations at the Workplace: Challenges for Leaders. Effective Executive, 22(4), 64–70.
Jones, V., Jo, J., & Martin, P. (2007, February). Future Schools and How Technology can be used to support Millennial and Generation-Z Students. In ICUT 2007 (Proc. B), 1st Int. Conf. Ubiquitous Information Technology (Vol. 12, p. 14).
Kang, J., & Kim, J. (2020). Do Family Firms Invest More than Nonfamily Firms in Employee-Friendly Policies? Management Science, 66(3), 1300-1324. https://doi.org/10.1287/mnsc.2018.3231
Kazekami, S. (2020). Mechanisms to improve labor productivity by performing telework. Telecommunications Policy, 44(2), 101868.
Kirchmayer, Z., & Fratričová, J. (2018). What Motivates Generation Z at Work? Insights into Motivation Drivers of Business Students in Slovakia. ResearchGate. https://www.researchgate.net/publication/324797364_What_Motivates_Generation_Z_at_Work_Insights_into_Motivation_Drivers_of_Business_Students_in_Slovakia
KPMG (2018). Barometro de la empresa familiar. European Family Businesses. Fuente: https://assets.kpmg.com/content/dam/kpmg/es/pdf/2018/10/vi-barometro-europeo-empresa-familiar.pdf
Krivokapic-Skoko, B., O’Neill, G., & Droulers, M. (2007). Psychological Contracts: A Brief Overview. Exploring Management, Economic and Finance Implications of a Globalising Environment, 91.
Labrado Antolín, M., Rodríguez-Ruiz, Ó. and Fernández Menéndez, J. (2024). A time after time effect in telework: an explanation of willingness to telework and self-reported productivity. International Journal of Manpower, 45(1), 200-214. https://doi.org/10.1108/IJM-05-2022-0238
Lhh. (2024). Aspectos esenciales de la Generación Z en el ámbito laboral. LHH. https://www.lhh.com/es/es/insights/generacion-z-ambito-laboral/
Londoño, A. A. O., Valencia, J. C. N., & Hernández, G. C. (2022). El impacto estratégico de la formación organizacional. Universidad Nacional de Colombia.
Luttrell, R., & McGrath, K. (2021). Gen Z: The superhero generation. Rowman & Littlefield Publishers.
Maura, M., & Burcea, M. (2018). Assessing the Motivation of Generation Z Students for Choosing a Career in the Hospitality Industry. https://www.ceeol.com/search/article-detail?id=763226
Mbalyohere, C., & Lawton, T. C. (2019). Engaging Stakeholders through Corporate Political Activity: Insights from MNE Nonmarket Strategy in an Emerging African Market. Journal of International Management, 25(4), 100709. https://doi.org/10.1016/j.intman.2019.04.002
Mojica, A. T., Sioli, A. L., Arboledas, J. R. P., Sancho, A., Ríos, A. V., Martí, C., ... & Moreno-Salamanca, A. (2017). 9 claves para una gestión humana estratégica: Catorce expertos internacionales explican como alinear la gestión de personas con el negocio. LID Editorial.
Moreno-Menéndez, A. M., Arzubiaga, U., Díaz-Moriana, V., & Casillas, J. C. (2022). The impact of a crisis on entrepreneurial orientation of family firms: The role of organizational decline and generational change. International Small Business Journal, 40(4), 425-452.
Moreno, M. D. P., Gómez Mejia, L. R., Larraza-Kintana, M., & Makri, M. (2010). Family control of firms and industries: Impact on market value and performance. Journal of Management Studies, 47(2), 276-300.
Morton, L. P. (2002). Targeting generation Y. Public Relations Quarterly, 47(2), 46-48.
Munsch, A., & Winker, P. (2022). Is Working from Home the New Workplace Panacea? Evidence from a Meta-Analysis. Business Research, 15(2), 277-307. https://doi.org/10.1007/s40685-022-00156-1
Murray, K. (2017). Job satisfaction and the work environment in millennial and Generation Z employees (Doctoral dissertation, Capella University).
Nath, N., & Lieber, M. (2023). Telework in the 21st century: How remote work impacts productivity and performance. Journal of Organizational Behavior, 44(1), 29-45. https://doi.org/10.1002/job.2650
Nelson, J. A. (2017). Economics for humans. University of Chicago Press.
Nguyen Ngoc T, Viet Dung M, Rowley C, Pejić Bach M. (2022) Generation Z job seekers’ expectations and their job pursuit intention: Evidence from transition and emerging economy. International Journal of Engineering Business Management;14. doi:10.1177/18479790221112548
Northouse, P. G. (2021). Leadership: Theory and practice. Sage publications.
Osorio M.L. & Madero S. (2024). Explaining Gen Z's desire for hybrid work in corporate, family, and entrepreneurial settings, Business Horizons, https://doi.org/10.1016/j.bushor.2024.02.008.
Pandita, D. and Ray, S. (2018), "Talent management and employee engagement – a meta-analysis of their impact on talent retention", Industrial and Commercial Training, Vol. 50 No. 4, pp. 185-199. https://doi.org/10.1108/ICT-09-2017-0073
Pérez de Lema, D., Duréndez, A., & Sánchez-Marín, G. (2021). La importancia de la empresa familiar en la economía: situación actual y desafíos futuros. Investigaciones Europeas de Dirección y Economía de la Empresa, 27(3), 131-148. https://doi.org/10.1016/j.iedee.2021.06.002
Pérez, J. R. G. (2020). La comunicación interna en la empresa: una propuesta para generar cultura organizacional. https://dialnet.unirioja.es/servlet/articulo?codigo=7642658
Probst, G., & Raisch, S. (2005). Organizational crisis: The logic of failure. Academy of Management Perspectives, 19(1), 90-105.
Quinlan, C. (2011) Business Research Methods. Dawsonera. https://www.dawsonera.com/readonline/97814080555022
Restrepo, M., Quintero, H. L., & Marin, D. (2020). Impacto de las tecnologías en la empresa familiar en América Latina: Un estudio de caso. https://www.icesi.edu.co/revistas/index.php/estudios_gerenciales/article/view/4645
Restrepo, M., Vargas, C., & Quintero, L. (2021). Empresa familiar y generación Z: Una revisión de la literatura. https://www.icesi.edu.co/revistas/index.php/estudios_gerenciales/article/view/4826
Robinson, S. L. (1996). Trust and breach of the psychological contract. Administrative Science Quarterly, 41(4), 574-599.
Rowe, W. G., & Wright, P. M. (1997). Related and unrelated diversification and their effect on human resource management controls. Strategic Management Journal, 18(4), 329-338.
Saunders, M., Lewis, P. and Thornhill, A. (2015) Research methods for business students. 7th edition. Dawsonera. https://www.dawsonera.com/readonline/9781292016641
Sledge, S., Miles, A. K., & Coppage, S. (2008). What role does culture play? A look at motivation and job satisfaction among hotel workers in Brazil. The International Journal of Human Resource Management, 19(9), 1667-1682.
Smith, S. M. (2017). Millennials and Motivation: A Challenge for Managers. http://www.cmr-journal.org/article/view/1577/728
Spence, M. (1973). Job Market Signaling. Quarterly Journal of Economics, 87(3), 355–374.
Strauss, W., & Howe, N. (2000). Millennials rising: The next great generation. Vintage.
Tapscott, D. (2008). Grown up digital: How the net generation is changing your world (Vol. 1). McGraw-Hill.
Twenge, J. M. (2010). A review of the empirical evidence on generational differences in work attitudes. Journal of Business and Psychology, 25(2), 201-210.
Unger, J. M., Rauch, A., Frese, M., & Rosenbusch, N. (2011). Human capital and entrepreneurial success: A meta-analytical review. Journal of Business Venturing, 26(3), 341-358.
Ward, J. L. (2016). Keeping the family business healthy: How to plan for continuing growth, profitability, and family leadership. Springer.
White, M. A., & Bruton, G. D. (2010). The management of technology and innovation: A strategic approach. Cengage Learning.
Wright, P. M., & McMahan, G. C. (1992). Theoretical perspectives for strategic human resource management. Journal Of Management, 18(2), 295-320.
Zapata-Cantu, L., Sanguino, R., Barroso, A. (2023) Family Business Adapting a New Digital-Based Economy: Opportunities and Challenges for Future Research. J Knowl Econ 14, 408–425. https://doi.org/10.1007/s13132-021-00871-1
Descargas
Publicado
2025-01-16
Cómo citar
Orero-Blat, M., & Esteve Seguí, G. (2025). Políticas de Adquisición y Retención de Talento para la Generación Z en Empresas Familiares. Journal of Business, Universidad Del Pacífico (Lima, Peru), 16(1). https://doi.org/10.21678/jb.2025.2453
Número
Sección
Artículos
Licencia
Journal of Business publica todos sus artículos y reseñas bajo la licencia Creative Commons Attribution (CC BY 4.0) con el objetivo de fomentar el intercambio académico a nivel mundial. Por ello, la obra en cuestión puede ser distribuida, remezclada, retocada, etc., como el autor y los lectores de la misma lo estimen conveniente. La única condición es que se cite a la revista Apuntes, revista de Ciencias Sociales como entidad editora del texto.
