Nowadays, organizations face the co-presence of three generations of workers (“baby boomers”, Xers and Yers). However, another generation will join the workforce in the next years: the generation Z. Accordingly, companies must be able to understand their characteristics and expectations, in order to manage their generation mix.
Una gestione attenta alla valorizzazione delle diversità nei contesti lavorativi influenza positivamente il funzionamento organizzativo (Brimhall et al., 2014; Downey et al., 2015; Kundu, Mor, 2017; Ozbilgin, Tatli, 2008), contribuisce a implementare la soddisfazione lavorativa e l’impegno organizzativo (Cho, Mor Barak, 2008; Mor Barak, Levin, 2002; Shore et al., 2011; Travis, Mor Barak, 2010) e a ridurre le intenzioni di turnover (Groeneveld, 2011; Hopkins et al., 2010; Hwang, Hopkins, 2012; Kundu et al., 2017; Mor Barak et al., 2006; Nishii, 2013; Travis, Mor Barak, 2010).
Everywhere in the world the future of societies is interculturality, that is the living together of different cultures, mixing or conflicting each other. In fact, impressive processes of globalization and migration are reshaping the face of many regions in all the continents, and the redefinition of identities and social order is “the problem” of our modernity, concerning individuals, organizations, territories.
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