Change over time in obedience: The jury's still out, but it might be decreasing

Development of an organizational coolness concept from an examination of millennial perceptions of cool and uncool employer organizations

Purpose

Considering the growing prominence of millennials in the workforce, the current work explores the idea of cool employers as perceived, particularly by millennials.

Design/methodology/approach

Utilizing a mixed methods approach, the authors explore the polar concepts of cool and uncool potential employing organizations through a two-phase study that examined millennial's and nonmillennials’ perceptions of the components that constitute a cool or uncool organization to work.

Findings

The findings of the study indicate a difference between millennial and nonmillennial perceptions regarding the characteristics of a cool or uncool employing organization. Additionally, the authors discuss the dimensions of the cool and uncool organization concepts as perceived by millennials in the context of pertinent organizational theory.

Originality/value

Based upon the tenets of attraction–selection–attrition (ASA) theory and social identity theories, an organizational coolness concept is developed.

HYPNOTIC RESPONSIVENESS AND NONHYPNOTIC SUGGESTIBILITY: DISPARATE, SIMILAR, OR THE SAME?

This study examined if participants respond to different types of suggestions, including hypnosis, uniquely or similarly. This study used 9 suggestibility measures and hypothesized a 3-factor model. It was hypothesized that hypnosis, Chevreul's pendulum, and body-sway would load on the first factor; the odor test, progressive weights, and placebo on the second factor; and conformity, persuasibility, and interrogative suggestibility would load on the third factor. The study comprised 110 college students. Factor analyses failed to result in three factors. Additional attempts at two and three-factor models were also rejected. Hypnosis had no strong relationship with the various suggestibility measures. Thus, no clearly delineated factor structure of suggestibility emerged, indicating that the domain of suggestibility seems to be neither a single attribute, trait, or group of related abilities. Implications are discussed.

Millennials in the Workplace: A Communication Perspective on Millennials' Organizational Relationships and Performance

Stereotypes about Millennials, born between 1979 and 1994, depict them as self-centered, unmotivated, disrespectful, and disloyal, contributing to widespread concern about how communication with Millennials will affect organizations and how they will develop relationships with other organizational members. We review these purported characteristics, as well as Millennials' more positive qualities-they work well in teams, are motivated to have an impact on their organizations, favor open and frequent communication with their supervisors, and are at ease with communication technologies. We discuss Millennials' communicated values and expectations and their potential effect on coworkers, as well as how workplace interaction may change Millennials.