Demographic differences play strong role in determining “who commits?” and also “who engages?” at work

Abstract

Purpose

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

Design/methodology/approach

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Findings

In a study of workplace commitment and engagement, managers were more likely to commit than non-managers on all indicators. Individuals in occupations such as skilled trades, sales, operatives, and elementary were likely to be much less committed and engaged than managers. Meanwhile, employers in unions were less likely to commit and be engaged than nonunion members. Other important factors that influenced responses were age, gender, and longevity at work.

Practical implications

The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations.

Originality/value

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information, and presenting it in a condensed and easy-to-digest format.

Citation

(2018), "Demographic differences play strong role in determining “who commits?” and also “who engages?” at work", Human Resource Management International Digest, Vol. 26 No. 4, pp. 39-41. https://doi.org/10.1108/HRMID-02-2018-0041