Fuerza laboral multigeneracional en la industria de arneses automotrices y su impacto en la rotación voluntaria del personal operativo: El caso de Cd. Juárez
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Currently in the organizations, coincide four generational cohorts (Baby Boomers, Gen X, Gen Y or Millennial and Gen Z) this situation generates different dynamics and challenges for their employers.The automotive harness industry in Cd. Juárez presents a high percentage of voluntary rotation among operating workers and this phenomenon has tried to be explained as an inherent characteristic of members of the Generation Y or Millennial. This paper is an empirical and quantitative research that contrasts through an ANOVA the behavior of the generational cohorts of workers and the days worked before presenting their voluntary resignation to their position in a manufacturing company of the automotive harness sector In Cd. Juárez. It was found that there is a relationship between the days worked and the generational cohort, however, the evidence suggests that the Y or Millennial generation is not more likely to abandon their employment as some studies argue.
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