Value Systems of Various Generations

Abstract

This study attempts to describe the value systems of four generations of employees—Baby Boomers, Generation X, Generation Y, and Generation Z—as well as to identify differences and similarities between values that are appreciated by them. Moreover, it presents a discussion on the essence and role of values in human life, a comparison of results of domestic and foreign research on differences among value systems, especially work–related values, and, finally, the results of an own study conducted applying qualitative methods. The analyses confirmed that there are many significant differences among the value systems of different generations of employees, but similarities, too. This underlines the importance of being familiar with these differences with respect to human resource management, creating working conditions, and choosing leadership style.

How University Graduation Shapes Attitudes Toward Employment in Different Generations Operating at Job Market?

“…Its timing is not entirely clear, for example, Kopecký (2013) states that it includes individuals born between 1964 and 1975, but Krahn and Galambos (2014) rank it between 1970and 1980. Other authors such as Kuron et al (2015) uses period between 1965and 1979, Gurau (2012) means years between 1961and 1979, Gadomska-Lila (2020) includes years 1965-1979. This generation is often referred to as the Sandwich generation.…”

“…Malik and Khera (2014) include years between 1981and 2000Petro (2013Petro ( ) also mentions 1981Petro ( to 2000Schultz and Schwepker (2012) classify this generation in 1980to 1993, Gurau (2012 classify it between 1980 and 1999; Kopecký (2013) ranks it in the period 1976 to 2000. In contrast, Ng and Jonson (2016) mention the years 1980-1995, Gadomska-Lila (2020 includes the years 1980-1995 etc. This generation is often referred to as the Millennials (Lyons and Kuron, 2014).…”

“…Financial remuneration is more important for generation X than for generation Y. Generation X also considers the employer's importance of a good atmosphere, the possibility of continuous improvement, or the stability of employment (Gadomska-Lila, 2020;Horváthová and Čopíková, 2015). The younger generation prefers social values and emphasizes attractivity and fun in their job and the benefit to society (Twenge et al, 2010;Ferri-Reed, 2010).…”

“…They constantly need new impulses and challenges, which is also confirmed by Kubátová (2016), who mentions in her research that a large percentage (almost ¼) of members of the Z generation see their career in their own business. They are looking for a job where they could show their independence, but at the same time, they like working in a team (Gadomska-Lila, 2020;Iorgolescu and Samuels 2015). They are able to work on multiple tasks at once, which they take for granted.…”

“…Gadomska-Lila, 2020, Yogamalar andBecton, Walker and Jones-Farmer, 2014) mainly to the generational change of the workforce. According to research, generational differences are shown mainly in attitudes (Anderson et al, 2017, Becton, Walker andJones-Farmer, 2014), but also in competencies and experiences (Gadomska-Lila, 2020). But is a change in attitudes to employment really only the result of a generational change?…”