Data on multigenerational diversity management on employee behavioural outcomes

The aim of this article was to assess the role of multigenerational diversity management on employee behavioural outcomes. This data intends to test all hypotheses in their null form:
H1: Flexible leadership do not play any significant role in enhancing the quality of employee involvement in an organization.
H2: Mentoring do not significantly affect citizenship behaviour in an organization.
H3: Learning and development do not significantly determine the level of employee commitment in the organization.
H4: Intergenerational Cooperation do not significantly influence turnover intentions in the organization.
H5: Recognition do not significantly increase employee job satisfaction outcomes in the organization.
A total of 290 copies of questionnaires were administered using stratified and simple random sampling techniques sampling method out of which 253 copies of the questionnaire were valid and functional for this research. The descriptive method of analysis was adopted, hypothesis was tested using linear regression. The data showed that flexible leadership has a significant effect on employee involvement, mentoring has a positive influence on organisational citizenship behaviours of employees, learning and development has a significant impact on employee commitment, intergenerational cooperation has no significant influence on turnover intentions, while, employee recognition impacts significantly on job satisfaction. Presented data are relevant to both employees, management, researchers and policy makers. The article recommends that management teams be more responsive to the complexities facing the 21st century multigenerational workforce through the implementation of multigenerational diversity management strategies in other to make work more inspiring.

本篇论文旨在探讨多代际多样性管理在员工行为结果中的作用。本研究数据旨在检验所有假设的零假设形式：

H1：灵活的领导力并未在提升员工参与组织活动的质量方面发挥任何显著作用。
H2：导师制对组织中的公民行为没有产生显著影响。
H3：学习和发展并未在决定员工对组织的承诺程度上发挥显著作用。
H4：代际合作并未对组织的离职意向产生显著影响。
H5：认可并未显著提升员工的工作满意度。
共发放问卷290份，采用分层和简单随机抽样方法，其中253份问卷有效并适用于本研究。分析采用了描述性方法，假设检验通过线性回归进行。数据显示，灵活的领导力对员工参与具有显著影响，导师制对员工的组织公民行为产生了积极影响，学习和发展对员工的承诺具有显著影响，代际合作对离职意向没有显著影响，而员工认可对工作满意度产生了显著影响。所提供数据对于员工、管理层、研究人员和政策制定者均具有相关性。文章建议，管理层应通过实施多代际多样性管理策略，以应对21世纪多代际劳动力面临的复杂挑战，从而使工作更具启发性。