Generational differences in workplace behavior

Abstract

Popular stereotypes suggest that generational differences among workers present challenges for workplace managers. However, existing empirical research provides mixed evidence for generational differences in important values and attitudes. The current study extends generational effects research by examining differences in actual workplace behaviors. Drawing from commonly held generational stereotypes, the authors hypothesized that Baby Boomers would exhibit (Hypothesis 1) fewer job mobility behaviors and (Hypothesis 2) more instances of compliance‐related behaviors in comparison with both GenXers and Millennials, while (Hypothesis 3) GenXers would be less likely to work overtime in comparison with Baby Boomers and Millennials. A sample of 8,040 applicants at two organizations was used to test these predictions. Results provided support for Hypothesis 1 and Hypothesis 3 and partial support for Hypothesis 2, but the effect sizes for these relationships were small. It appears the effects of generational membership on workplace behavior are not as strong as suggested by commonly held stereotypes. Implications for future research and practice are discussed.

Age, Period, and Cohort Differences in Work Centrality and Work Values

“…Thus, we claim that, in European and Euro-Atlantic countries, birth cohorts are not divided significantly with regard to their work values. In this respect, our findings reinforce the results of Clark [57], Kowske et al [17], Jin and Rounds [8], Costanza et al [58], and Becton et al [20]: instead of pointing to any cohort (or generational) differences, we should emphasize the lack of these.…”

HRM Solutions for Retaining Millennials in Western Societies

“…• Technologically-savvy (Allen, 2004;Bassett, 2008;Becton et al, 2014;Eisner, 2005;Hershatter & Epstein, 2010;Hills, Ryan, Warren-Forward, & Smith, 2013) • Highly educated (Allen, 2004;Eisner, 2005) • Praise-oriented (Espinoza & Ukleja, 2016;Tulgan, 2009) • Professionally mobile (Barkhuizen, 2014;Bassett, 2008;Becton et al, 2014;Du Plessis et al, 2015;Eisner, 2005;Twenge, 2010) Millennials also have been found to have certain preferences regarding their professional careers:…”

“…Academic literature as well as the popular press have published vast amounts of articles and books on the three generations currently active in today's workforce (Becton et al, 2014;Cennamo & Gardner, 2008;Twenge, 2010;Zopiatis et al, 2012). The majority of generation research has been conducted in Western societies such as the United States, Canada, Europe, Australia, and South Africa (Barkhuizen, 2014;Becton et al, 2014;Cennamo & Gardner, 2008;Lyons et al, 2012).…”

“…The majority of generation research has been conducted in Western societies such as the United States, Canada, Europe, Australia, and South Africa (Barkhuizen, 2014;Becton et al, 2014;Cennamo & Gardner, 2008;Lyons et al, 2012). Although there are slight variations between studies when defining birth years, research conducted in Western societies generally operationalizes cohort designations currently active in the workforce by the following titles and birth years:…”

“…Unfortunately, many organizations in Western societies believe it is becoming harder to retain valuable employees. Current academic research performed in the United States, Canada, Europe, Australia, and South Africa backs up practitioner claims that organizational loyalty, which was common among the now retiring Baby Boomer generation, is not being carried forward into successive generations (Allen, 2004;Barkhuizen, 2014;Becton, Walker, & Jones-Farmer, 2014;D'Amato & Herzfeldt, 2008;Du Plessis, 2010;Du Plessis et al, 2015;Maertz et al, 2007). In fact, studies have indicated that the generation currently coming of age and entering the workforce, the Millennial generation, is the most professionally mobile generation to date (Barkhuizen, 2014;Bassett, 2008;Becton et al, 2014;Du Plessis et al, 2015;Eisner, 2005;Tulgan, 2009).…”