How do Millennials describe group loyalty?

Brein Olmstead Haugen

Fellow since Oct 2016
Research in process

Group loyalty: The experiences of the millennial employee with a transformational leader


The specific topic to be studied is group loyalty, the concept of remaining in a group when members could potentially obtain better outcomes by leaving the group (Vugt & Hart, 2004). Specifically, this qualitative study will focus on understanding millennial group loyalty in the workplace through the personal descriptions by millennial participants. The millennial generation has been exposed to educational, economic, social, technological, and political contexts that are quite unique from previous generations. As a result, there are marked differences in attitudes, preferences, and expectations for this particular generation (Thompson & Gregory, 2012).

The proposed dissertation research topic is investing group loyalty of millennials who work for transformational leaders. Current literature has been reviewed. Based on this research gaps have been identified. There is a need for this study in order to gain better insight into millennial perspectives on group loyalty. Experiences of millennials as it pertains to group loyalty in the workplace is not specifically known. Millennials have had a different upbringing than past generations. Common perceptions are that they were raised by helicopter parents, received frequent positive feedback and reassurance, made significant leaps in technology, and witnessed political and economic turmoil. They differ in their expectations of themselves and others (Thompson & Gregory, 2012). Most research identified has been quantitative in nature in regards to millennial behavior. There seems to be a lack of qualitative research.

The study will advance the knowledge of the millennial group loyalty for the field of psychology and psychological theories. Although research exists possibly linking Transformational Leadership with millennial follower and potential outcomes, such as group loyalty, there is a need for further research (Thompson & Gregory, 2012; Holt, Marques, & Way, 2012). Also due to the qualitative nature of the study, it will provide personal descriptions of group loyalty from the millennial participants’ viewpoints. Due to the proposed sample, millennials in the workplace, research could also aid in further knowledge of employee loyalty within an organization.