Generational differences in work quality characteristics and job satisfaction

Abstract

Purpose The purpose of this paper is twofold: first, to determine if job satisfaction increases with age, and if this is consistent across countries; and second, if individuals belonging to the same age cohort, who experience similar life conditions and events and have been posited to share common attitudes and behaviors, differ in terms of job satisfaction, and if this difference is comparable across countries. Design/methodology/approach The study provides a comparative analysis of the impact of age and generational differences on job satisfaction globally, based on non-panel longitudinal data from the most recent wave of the International Social Survey Program (Work Orientations IV, 2015). Findings Age has a positive statistically significant impact on job satisfaction (e.g. the older you get, the more satisfied you are with your job). However, the same analysis with each specific age cohort indicates that age is only statistically significant with the baby boomers. Statistically significant cross-generational differences exist in the levels of job satisfaction across generations and cross-generational differences in the determinants of job satisfaction. Most differences are seen between the silent generation and the other three age cohorts. Originality/value Previous comparative studies have found that job satisfaction across generations, even within the same or similar countries, shows little variation. Research measuring the relationship between age and job satisfaction indicates three key contradictory findings – satisfaction increases with age, decreases with age, or no relationship exists. The current large-scale, global study updates and extends previous research by exploring similarities and differences in job satisfaction and work quality characteristics by age cohort, with a global sample.

Comparative Job Satisfaction and Its Determinants in For-Profit and Nonprofit Employees Across the Globe

“…Following the approach of Andrade and Westover (2018a;2018b), this research utilizes the International Social Survey Program (ISSP) 2015 Work Orientations Module IV 1 , which uses multistage stratified probability samples in 37 individual countries 2 . As Westover noted, "The International Social Survey Program Work Orientations modules utilized a multistage stratified probability sample to collect the data for each of the various countries with a variety of eligible participants in each country's target population" (2012a, p. 3).…”

Employment and Learning in the Context of the Quality of Working Life

“…QWL studies focus on various aspects of the life and work, i.e., (1) the medical aspects of the work process, workers and members of their families, and ways to overcome them [11], [12], [13]; (2) gender and age differences of workers in the labor market [14], [15]; (3) family, leisure, or work priority ratios [16], [17], [18], [19], [20]; (4) studies of the relationship between corporate social responsibility and well-being of employees; (5) studies of the impact of participation in a cultural and sporting events on QWL [21], [22]. A few QWL studies relate to employability and lifelong learning.…”

The Relationship between Multi-Generation and Intention to Quit Working

“…Studies have proposed various definitions of "Generation X" that is also known as GenX (Twenge, 2010), "Latch-Key" (Sullivan Havens, Warshawsky & Vasey, 2013), "Lost Generation" (Bell, 2013), "Thirteenth", or "Baby Busters" (Parry & Urwin, 2011). Besides that, Generation X is also known as a generation of diversity, fun, informal, freedom, less loyalty to organisation, pragmatism, higher education, entrepreneurship, and self-reliance (Andrade & Westover, 2018). Twenge (2010) described Generation X as a group of individuals born between 1965 and 1981 whereas Parry and Urwin (2011) and Fishman (2016) argued that Generation X is a group of individuals born between 1961 and 1981 instead.…”