Generational Differences in Definitions of Meaningful Work: A Mixed Methods Study

The role of perceiving calling in career as a mediator in the relationship between personal growth initiative and career commitment among millennials

“…Another study also reported that serving as volunteers was a positive predictor of career commitment over a three-month period because volunteering could establish helpful and trustworthy relation, develop career efficacy, and accentuate the value of work (Cheung & Liu, 2017). Perceiving career calling with contribution for a greater good as its feature is an attractive choice for millennials (Boyd, 2010;Ng & Johnson, 2015;Weeks & Schaffert, 2017) and Indonesian millennials are no exception (Irhamahayati et al, 2019).…”

“…Millennials' preferences in career makes traditional perspective about career--where career path is seen as linear with the increase of status, responsibility, and salary (Baruch, 2004), is no longer popular compared to the concept of protean career--career emerges from personal value and serves the whole purpose of individual, family, and life (Hall, 2004). The implication from this trend leads to research and studies that explore more about how aligned value and career achievement are important factor for career selection (Boyd, 2010;Lee, Hung, & Ling, 2012;Weeks & Schaffert, 2017) and how subjective success criteria, such as identity and satisfaction, correlate with objective success criteria, e.g. salary (Hall & Chandler, 2005;Lyons, Ng, & Schweitzer, 2018) Dries, Pepermans, and De Kerpel (2008) explained that millennials accept non-upward career moves, in which a career does not need to follow linear way within one track or one organization.…”

Generational Differences and COVID-19: Positive Interactions in Virtual Workplaces

“…Though, as previously noted, some research has been done regarding whether or not perceived generational differences are measurable in organizations (S. Lyons & Kuron, 2014), there are mixed results regarding on what attributes generations differ (Costanza et al, 2012;Parry & Urwin, 2011). Similarly, studies have shown much variability in terms of values inherent within generational groupings (Weber & Urick, 2017) and, in fact, have highlighted similarities between generations (such as the desire across many generations to develop and grow themselves; Weeks & Schaffert, 2019). Taken together, these studies call into question how different generations truly are from each other (Rudolph et al, 2019).…”

Self-Leadership and Career Success: Motivation of College Lecturers

“…However, Weeks and Schaffert (2019) found that financial rewards are less important than meaningful work. Work is perceived to be meaningful by Millennials if it serves others, improves lives, and brings personal happiness.…”

“…Work is perceived to be meaningful by Millennials if it serves others, improves lives, and brings personal happiness. Meanwhile, Millennials view ideal job as a position which includes interaction with others and is relaxing (Weeks & Schaffert, 2019). All these factors mentioned above can be used by organizations to develop leadership strategies which maximize Milennials' performance.…”