Work Values Across Generations

Abstract

Mainstream publication discussions of differences in generational cohorts in the workplace suggest that individuals of more recent generations, such as Generation X and Y, have different work values than do individuals of the Silent and Baby Boom generations. Although extant research suggests that age may influence work values, few of the assertions about generation differences have been tested by empirical research. The present study investigated work values, as measured by the Minnesota Importance Questionnaire, across three generations (Silent Generation, N = 371; Baby Boom, N = 1179; and Generation X, N = 139) while accounting for age. Results suggested that workers from the Silent Generation placed more importance on Status and Autonomy than did Baby Boom or Generation X workers. More recent generations (Baby Boom and Generation X) were found to place more importance on Working Conditions, Security, Coworkers, and Compensation. Additional analyses suggest that, while the measured differences among the three generations are small, generation influences work values more so than does age.

Attitudes Toward Active Voluntary Euthanasia Among Community-Dwelling Older Subjects

“…On one hand, as confirmed by resulted association of a negative attitude toward AVE with higher traditionalism and with lower education, the stronger opposition toward AVE among the older-old respondents resembles the prevalent traditionalist-conservative ideology of the "silent generation," born in 1945 and earlier (Howe & Strauss, 1991). This generation, on average less educated and raised during the difficult times of World War II, also exhibits in later life withdrawn and observant characteristics, recognizing one's own role in society as less autonomous, more hierarchically organized, and prescriptively directed along rigid structural values (Hanse & Leuty, 2012). However, such cultural explanations must also be integrated with the physical decline of the older-old respondents, who are typically affected by the worst health conditions and often suffer disability impairments, therefore potentially fearing involuntary euthanasia and abuses if physician-assisted dying were legalized (Appelbaum, 2016;Buiting et al, 2012;Malpas et al, 2014;Rietjens et al, 2012;Shariff, 2012).…”

One job, one deal…or not: do generations respond differently to psychological contract fulfillment?

“…Although this article does not aim to compare different perspectives on age, we did control for chronological age effects within generational cohorts and still found significant differences between generations. Moreover, a number of studies exploring generational differences in work values based on large-scale time-lag studies over extended periods do suggest that cohort effects provide a better explanation than age effects for differences between different age groups in the workforce (Smola and Sutton 2002;Lyons et al 2005;Twenge et al 2010;Twenge et al 2012;Hansen and Leuty 2012). However, we do recommend studying different age perspectives in work-related behaviors in a comparative manner to better capture the impact of all the different age-related motives that individuals may have.…”

Knowledge sharing between different generations of employees: an example from Slovenia

“…While the literature has mainly focused (Foss et al, 2010) on the role that macro level constructs (collective and organisational) play in the process, this study explores the intra-and inter-individual drivers (motivation, willingness, communication, and collaboration) that ignite knowledge sharing. Also, members of different cohorts may have different expectations regarding the nature of mentoring relationships at work, due to their different work values (Hansen & Leuty, 2012). Hence, an insight into generations' views on the intensity of cross-generational knowledge sharing in mentoring relationships would be valuable.…”