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Styrning av generation y inom revisionsbranschen: En kvalitativ studie om P-O matchningen mellan generation y och en av de fyra största revisionsbyråerna
Karlstad University.
Karlstad University.
2018 (Swedish)Independent thesis Advanced level (degree of Master (One Year)), 20 credits / 30 HE creditsStudent thesisAlternative title
Managing generation y within the audit profession : A qualitative study about P-O fit between generation y and one of the ”big four” audit firms (English)
Abstract [en]

Generation y has received a sad image of them as employees, which has led to that employer’s has started to see them as difficult to manage. Because of this, a large amount of the literature has started to focus on highlighting the manageability of the generation. Knowledge has been made by comparing the characters of generation y to older generations, which has created a rather one- sided understanding. In 2015 a study was published making speculations about a weak fit between the audit profession and generation y. The fit between organizations and their employees has in existing research been referred to as Person-Organization fit. This research shows that a weak fit between the two gives a negative effect on the organizations overall performance. At the same time a study shows that eighty percent of the workforce within on of the big four audit firms consists of individuals from generation y in 2016, which indicates a strong entrance in the profession by them. This creates a need to generate a stronger fit with the generation. However, there is a lack of studies that investigates the real dynamic between the two and makes suggestions on how the fit can be increased between the generation and the audit profession.

Because of this, this paper has the purpose of examine the fit between generation y and one of the big four audit firms and to discuss suggestions on how the fit between the two can be increased. The study was performed through a qualitative interview study with fourteen respondents from the firm. The study’s result shows a stronger fit between the generation and the audit firm then previous literature has suggested but still some incongruence is present. The incongruence emerged from structural and cultural factors, which decreased the effect of the socialization process from the firm. A suggestion is made to widen the hierarchical structure. A change that need culture changes which is seen to even the work load and strenghten the link between advancement and reward which is seen to create incentives to advance within the firm.

Keyword: Generation y, Person-Organization fit 

Abstract [sv]

Generation y har i den befintliga litteraturen fått ett tråkigt skimmer över sig som arbetstagare vilket bidragit till att arbetsgivare har börjat se dem som vanskliga att hantera. Detta har gjort att studier har växt fram som påvisat hanterbarheten av generation y. Kunskap har skapats genom att jämföra generation y:s karaktärer mot äldre generationer vilket bidragit till en relativt ensidig förståelse av generationen. År 2015 publicerades en studie som antyder om en svag matchning mellan generation y och revisionsbranschen. Matchningen mellan organisationer och dess anställda har i befintlig forskning benämnts som Person-Organization fit (P-O matchning). Denna forskning visar på att en svag matchning mellan de båda parterna kan resultera i negativa effekter på organisationers prestationsförmåga. Generation y utgjorde år 2016 cirka 80 % av arbetskraften inom en av de fyra största revisionsbyråerna, vilket indikerar på att generationen på allvar har gjort inträde inom branschen. På grund av detta är det av vikt att en stark matchning mellan parterna infinner sig. En avsaknad av studier som undersöker den verkliga dynamiken och kommer med förslag på hur matchningen kan ökas mot generation y inom revisionsbranschen går att utläsa.

På grund av detta är denna uppsats syfte att undersöka hur P-O matchningen mellan generation y och en av de fyra största revisionsbyråerna ser ut samt diskutera förslag på hur matchningen kan ökas mellan de två parterna. Studien har bedrivits som en kvalitativ intervjustudie med fjorton respondenter inom revisionsbyrån. Studiens resultat visar på en starkare matchning än tidigare forskning antytt mellan parterna men fortfarande kvarligger ett antal inkongruenser. Inkongruenserna ses uppkomma av strukturella och kulturella faktorer som begränsar effekten av det närvarande socialiseringsarbete inom revisionsbyrån. Ett förslag ges om att bredda den hierarkiska strukturen inom revisionsbyrån. En förändring som ses kräva kulturförändringar vilket bidrar till en jämnare arbetsbelastning samt en förstärkt koppling mellan belöning och avancering för att skapa incitament för individerna att avancera inom revisionsbyrån. 

Place, publisher, year, edition, pages
2018. , p. 59
Keywords [en]
Generation y, Person-Organization fit
Keywords [sv]
Generation y, Person-Organization fit
National Category
Business Administration
Identifiers
URN: urn:nbn:se:kau:diva-66325OAI: oai:DiVA.org:kau-66325DiVA, id: diva2:1182566
Subject / course
Business Administration
Educational program
Programme in Business and Economics
Examiners
Available from: 2018-02-14 Created: 2018-02-13 Last updated: 2018-02-14Bibliographically approved

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