Examining Job Attribute Preferences Across Three Generational Cohorts

Brink, Kyle E.; Zondag, Marcel M.

doi:10.1177/0894845319837384

Cited by 10 publications

(11 citation statements)

References 60 publications

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“…While multigenerational cohort studies or cross-generational studies have been detected in different areas of academic research, most of the studies focus on generational differences in the workplace [59][60][61]. Yet, other academic fields also encompass cross-generational differences, such as the travel and tourism industry [62][63][64][65]; the health, mental, cognition, or psychology sector examining related issues [66][67][68]; the service sector [69][70][71]; and studies in education [72,73].…”

Section: Literature Reviewmentioning

confidence: 99%

Generational Differences toward Organic Food Behavior: Insights from Five Generational Cohorts

2020

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One of the pathways to sustainable food consumption behaviour is the purchase and consumption of organic food products. This paper offers insights into the behaviour exercised by five generational cohorts toward organic products, i.e., Generation Z, Generation Y, Generation X, Baby Boomers, and the Silent Generation. A qualitative and quantitative research methodology is implemented, with the field research providing 1562 valid questionnaires over a nine-month period. Generational differences are explored in terms of purchasing behaviour, attitudes, and the effect of the economic crisis on the purchasing of organic food. Results unveil that all generational cohorts demonstrate a favourable attitude toward organic food, and they identify the economic crisis as an effect of low purchase behaviour. Additionally, findings reveal that in all cases, generational cohort differences do exist. Government policy through marketing communications can be adapted to determine the advantages of organic food compared to conventional ones, persuade consumers about the benefits, and, thus, reinforce favourable attitudes in association with economic crisis conditions.

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Section: Literature Reviewmentioning

confidence: 99%

Generational Differences toward Organic Food Behavior: Insights from Five Generational Cohorts

2020

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“…According to Sánchez-Hernández et al (2019) , an important aspect for the younger generations is to combine work and family life in such a way as to create a strong work-life balance. Further to this, the younger the generation, the more value is placed on work-life balance and relaxation and less value is place on work ethic and the importance of work to an employe’s life ( Lyons and Kuron, 2014 ; Brink and Zondag, 2019 ). Brink and Zondag (2019) also reported that the significance of flexible work-life policies increased across the generational cohorts.…”

Section: Discussionmentioning

confidence: 99%

A value-oriented psychological contract: Generational differences amidst a global pandemic

Deas

Coetzee

2022

Front. Psychol.

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The COVID-19 pandemic has changed the landscape of working conditions world-wide, fast tracking the reality of the digital-driven workplace. Concepts such as remote working, working-from-home and hybrid working models are now considered as the “new normal.” Employes are expected to advance, flourish and survive in this digitally connected landscape. Different age and generational groups may experience this new organizational landscape differently and may expect different organizational outcomes in exchange for their inputs. Accordingly, the study investigated differences regarding the value-oriented psychological contract expectations of employes from different generational groups. An ANOVA test for significant mean differences and a post hoc test for multiple comparisons were conducted on a sample of (N = 293) employes in the services industry in Southern Africa (85%) and other European countries (15%). The observed generational cohort differences regarding value-orientated psychological contract expectations for job characteristics and work-life balance could be utilized to develop interventions and strategies to promote retention of employes in the post-pandemic digital-orientated workplace.

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“…The authors concluded that while generational differences remain rich and complex, and that assessing commonalities and differences across generations is worthy of study, all generations of workers share a similar goal of developing and becoming themselves in the workplace. Indeed, employees expect their employer's values to be in alignment with their own, have occasion to take part in decision making, as well as have challenging work influence meaningfulness and hinder workers' inclinations to quit [21,44,74] A cross-sectional study was conducted to examine meaningful work across generations and their influence on work engagement. While results revealed significant differences between Baby Boomers, GenXers, and Baby Boomers, and Millennials, they found no differences between GenXers and Millennials [1].…”

Section: Discussionmentioning

confidence: 99%

Definitions of Meaningful Work for Generation X and Millennial Cuspers

Hyatt¹

2021

JHRM

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Objective: In today's multigenerational workforce, organizational leaders continuously seek methods to retain valued employees. Employees who perceive their work-related values are in alignment with their employer is central to intentions to quit. In this study, generational differences in definitions of meaningful work among the Gen X and Millennials cusp cohorts and between genders were investigated. Method: A quantitative nonexperimental survey approach was applied using self-reported measures of the Comprehensive Meaningful Work Scale (CMWS). Two hundred eleven US-based employees in various professional, semi-professional, and non-professional occupations provided their perceptions of meaningful work. An ANOVA was used as the method of analysis. Results: The results indicated no significant differences in definitions of meaningful work between individuals of Gen X and Millennials on the cusp of their generation. Furthermore, there were no significant differences in definitions of meaningful work between gender of Gen X and Millennial cusp cohorts. The results revealed similarities in definitions of meaningful work among Gen X and Millennial Cuspers and between genders. Conclusions: Employees of all generations pursue meaningful work. Recommendations include the use of qualitative methodological approaches, longitudinal studies, and multiple data points to explore intergenerational differences to analyze how generations effect change in the workplace.

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Examining Job Attribute Preferences Across Three Generational Cohorts

Cited by 10 publications

References 60 publications

Generational Differences toward Organic Food Behavior: Insights from Five Generational Cohorts

Generational Differences toward Organic Food Behavior: Insights from Five Generational Cohorts

A value-oriented psychological contract: Generational differences amidst a global pandemic

Definitions of Meaningful Work for Generation X and Millennial Cuspers

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