Generational Differences in Work Ethic: Fact or Fiction?

Zabel, Keith L.; Biermeier-Hanson, Benjamin B. J.; Baltes, Boris B.; Early, Becky J.; Shepard, Agnieszka

doi:10.1007/s10869-016-9466-5

Cited by 84 publications

(60 citation statements)

References 114 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Besides this, in general, our result provides support for little or no generational differences related to the analysed aspect of business ethics between members of different generations, which is in accordance to some existing research (e.g. Zabel et al, 2017). Our results also imply organizations should be more oriented towards creating the ethical climate and positive ethical leadership in the organization, as opposed to creating specific formal rules and guidelines.…”

Section: Discussionsupporting

confidence: 90%

“…Furthermore, the literature suggests in terms of work ethics, older generations give higher emphasis on it than the younger generation. Zabel et al (2017) in their paper stress how previous research, for instance, showed Baby boomers incline more towards ethics, as opposed to Millennials (generation Y) and in most cases as opposed to Generation X members. VanMeter et al (2012) in their research support the notion that specific generation Y values affect their ethical ideologies and the way they will behave regarding workplace ethical norms and standards.…”

Section: Generational Cohorts' Differences and Ethicsmentioning

confidence: 74%

See 1 more Smart Citation

Do Business Ethics and Ethical Decision Making Still Matter: Perspective of Different Generational Cohorts

Klopotan

Aleksić

Vinković

2020

Business Systems Research Journal

View full text Add to dashboard Cite

Background:Research in business ethics shows that individual differences can influence one's ethical behaviour. In addition, variability in attitudes towards ethical issues among different generations is emphasized. Still, results are inconclusive and call for an additional examination of possible generational differences with regard to ethics and ethical values. Objectives: Our objective is to test if the perception of the importance of business ethics, attitudes towards ethical issues and aspects influencing ethical behaviour, differ among the four generations currently present in the workforce. Methods/Approach: Theoretical implications are empirically tested on a sample of 107 individuals, members of Baby Boomers, Generation X, Millennials and Generation Z. Results: In general, the results indicate that there are little or no generational differences related to the analysed aspects of business ethics. The significant difference is present only in the importance given to factors that influence ethical decision-making: (i) formal rules and procedures, (ii) performance management system and (iii) job pressures, between the members of Generation Z and older generations. Conclusions: In spite of employee diversity, ethics continues to present an important aspect of the business environment. Thus, organizations need to be oriented towards creating ethical leaders and a positive ethical climate that ensures that ethical values and behaviours are present throughout the organization.

show abstract

Section: Discussionsupporting

confidence: 90%

Section: Generational Cohorts' Differences and Ethicsmentioning

confidence: 74%

Do Business Ethics and Ethical Decision Making Still Matter: Perspective of Different Generational Cohorts

Klopotan

Aleksić

Vinković

2020

Business Systems Research Journal

View full text Add to dashboard Cite

show abstract

“…When we consider all of this against our key research finding that neither the value attached to work nor workplace commitment has weakened and that age has no significant bearing on either of these factors, there is good reason to ask whether a wage-earning generation of Millennials even exists (see also Zabel, Biermeier-Hanson, Baltes, Early, & Shepard, 2016). An increasing appreciation of leisure, home and family life hardly suffices as a key experience for a generation, either.…”

Section: Conclusion and Discussionmentioning

confidence: 99%

The Millennial Generation

et al. 2017

View full text Add to dashboard Cite

This article puts to the test the notion that younger generations, most notably the Millennials, value work less than older generations do. The analysis, deploying a linear probability model, is based on Statistics Finland's Quality of Work Life Surveys, 1984 to 2013. Focusing on labour market entrants aged 15 to 29, we address two main themes: the value given to work, leisure and family life, and work commitment. Regardless of age, the value given to work has remained consistently high for the past three decades. At the same time, leisure and family life have gained increasing importance, not only among the Millennials but also among older generations. The Millennials are more prepared to change to a different occupational field than older employees, but this is not a new tendency, and therefore the generational gap remains unaffected. The evidence does not support the argument that the Millennials are less work-oriented than older generations.

show abstract

“…Finally, Rudolph and Zacher () argue that there is insufficient empirical evidence to validate the generations construct, pointing to several studies that found no cross‐cohort differences (e.g., Costanza et al, ; Stassen, Anseel, & Levecque, ; Zabel, Biermeier‐Hanson, Baltes, Early, & Shepard, ). Lyons et al (), on the other hand, cite several meta‐analyses showing generational difference in a variety of areas (Lyons & Kuron, ; Twenge, Campbell, Hoffman, & Lance, ) including personality traits (Twenge et al, ), work values, and work attitudes (Hansen & Leuty, ).…”

Section: Literature Reviewmentioning

confidence: 99%

It is not just about paying your dues: Impact of generational cohort on active and passive union participation

Smith

Duxbury

Halinski

2019

Human Res Mgmt Journal

View full text Add to dashboard Cite

The lack of a validated measure of active–passive union participation and a dearth of research into the relationship between generational cohort and union participation challenge union leaders to develop policies and practices to facilitate union renewal. We address these issues by (a) developing a multidimensional measure of union participation that captures both active and passive components, (b) using structural equation modelling to validate the measure within a nomological framework, and (c) investigating the impact of generational cohort on all paths in our framework. Data from members of a large American union confirm that generational cohort influences how union members participate in their union. The two‐factor measure developed in this study facilitates research into antecedents and outcomes of passive and active union participation. Our findings should also prove useful to unions seeking to increase participation within their membership, academics researching unions and generational cohort, and human resource practitioners operating in unionised environments.

show abstract

Generational Differences in Work Ethic: Fact or Fiction?

Cited by 84 publications

References 114 publications

Do Business Ethics and Ethical Decision Making Still Matter: Perspective of Different Generational Cohorts

Do Business Ethics and Ethical Decision Making Still Matter: Perspective of Different Generational Cohorts

The Millennial Generation

It is not just about paying your dues: Impact of generational cohort on active and passive union participation

Contact Info

Product

Resources

About