THE INFLUENCE OF GENERATIONAL DIVERSITY ON EMPLOYEE ENGAGEMENT AND ORGANIZATIONAL LOYALTY: A MODIFIED PERSPECTIVE

Abstract

This thesis investigates how generational diversity—spanning Baby Boomers, Generation X, Millennials, and Generation Z—affects employee engagement and organizational loyalty (reframed from traditional commitment to emphasize enduring loyalty). Through a comprehensive literature synthesis and conceptual modeling, it reveals that tailored management practices can harness diversity for heightened engagement (effect sizes r=0.35-0.45) while mitigating conflicts that erode loyalty. Key findings highlight mentoring and inclusive leadership as pivotal mediators, with practical implications for global workplaces. This work advances theory by integrating Conservation of Resources (COR) and Social Identity frameworks, calling for adaptive HR strategies amid 2026 demographic shifts. Twelve references underpin the analysis, supporting hypotheses on positive outcomes under proactive conditions.