Generational Differences in the Workplace: Myth or Reality?
Notice bibliographique
Résumé
Introduction: The existence of up to five generations within the work environment, i.e. the Silent Generation/Traditionals, Baby Boomers, Generation X/Gen Xers, Generation Y/Millennials and Generation Z/iGeneration, has raised queries on the differences, if any, that exist between these groups. There are hypotheses that they differ in work values, expectations and entitlements. However, the research to date does not provide definitive evidence on how these groups perceive and respond to work-related outcomes. This present study seeks to add to the evidence by exploring attitudes of the Traditionals, Baby Boomers, Generation X, and Generation Y on various work-related outcomes, i.e., work-life conflict, job satisfaction, organisational commitment, and turnover intentions. Previous discussions on differences between these groups have postulated that these are areas on which the groups could differ. Method: The study used a cross-sectional design, which included collecting the data using an online survey. The participants completed measures of work-life conflict, job satisfaction, organisational commitment, turnover intentions, busyness, positive and negative affect (PANAS, satisfaction with life, self-efficacy, psychological job demands, co-worker social support, job autonomy, and demographic information. Analysis: The data were subjected to various analyses. These included psychometric testing to assess the robustness of the variables, correlation analyses and multivariate analysis of covariance (MANCOVA). These analyses provided insight into the nature of the relationships and the interdependence of the factors in the present study. Results: The participants (N = 462) were between 17 and 76 years old (M = 31.23; SD = 14.27) and consisted of more women than men (M = 1.79; SD = 0.41). The MANCOVA consisted of the four dependent variables of work-life conflict, job satisfaction, organisational commitment, and turnover intentions; age recorded into three groups of Traditionals/Baby Boomers, Generation X, and Generation Y, which was entered as a fixed factor; busyness, social support, PANAS, satisfaction with life, self-efficacy, psychological job demands, co-worker social support, and job autonomy were entered as covariates. The overall model was not significant indicating that the fixed factor of age, as categorised into the three groups, did not affect the dependent variables. However, the univariate tests showed that age did affect organisational commitment, with the group of Traditionals/Baby Boomers more likely to be committed to their organisations. The factors that affected on or more of the dependent variables were busyness, satisfaction with life, self-efficacy, demands, social support and autonomy. Discussion: Diversity in the workforce is a reality, whether this is in respect of age, gender, disability or ethnicity, and which supports the need for an inclusive work environment. This present research provides insight into the perceptions of three generations of workers. It showed that the three generations did not differ in their ratings of work-related outcomes and as such these differences might not be relevant on which to focus extensively. The work characteristics that affected this sample were those that have been shown previously to impact, such as having too much to do and not enough control to manage the work day. These issues will be discussed.
Récupéré en direct depuis OpenAlex et désinversé. Les résumés ne sont pas conservés dans cette base de données : les index inversés représentent 8,6 Go des 9,3 Go de texte de la base, et le serveur dispose de 13 Go libres.
Comment cette classification a été obtenuedéplier
Prédiction machine sur la base complète
Imitation des enseignantsNi prévalence calibrée, ni vérité terrain. Validation humaine à venir. Le volet Gemma est une étiquette directe du modèle pour chaque travail de la base, lue sur la notice réduite au titre. Le volet Codex est un classifieur appris des 10 348 étiquettes directes de Codex et calibré sur les taux pondérés de l'échantillon; les champs sans appui suffisant ne portent aucun appel Codex. Le mode candidate est l'union des deux volets; le consensus est leur intersection. Ces sorties portent le statut machine_predicted_unvalidated et ne sont pas des étiquettes humaines.
Scores du classifieur distillé par catégorie (deux têtes)
| Catégorie | Codex | Gemma |
|---|---|---|
| Métarecherche | 0,011 | 0,018 |
| Méta-épidémiologie (sens strict) | 0,000 | 0,000 |
| Méta-épidémiologie (sens large) | 0,001 | 0,000 |
| Bibliométrie | 0,001 | 0,002 |
| Études des sciences et des technologies | 0,002 | 0,016 |
| Communication savante | 0,004 | 0,008 |
| Science ouverte | 0,001 | 0,004 |
| Intégrité de la recherche | 0,002 | 0,003 |
| Charge utile insuffisante (le modèle a refusé de juger) | 0,005 | 0,000 |
Scores machine (provisoires)
Les deux têtes enseignantes du modèle étudiant, lues sur ce travail. Un score ordonne la base pour la relecture; il n'affirme jamais une catégorie, et le statut de validation accompagne chaque rangée tel quel.
Scores de référence d'un modèle non mature (critères de maturité non atteints, 7 itérations). Un score ordonne; il n'affirme jamais une catégorie.
score_only:v0-immature-baseline · tel quel depuis la passe de notation : score_only signifie que le nombre peut ordonner les travaux, et qu'aucune étiquette de catégorie n'en découleClassification
machine, non validéePrédiction automatique; un appel candidat d’une seule source (Gemma direct ou Codex distillé), pas un consensus.
Le détail, modèle par modèle et score par score, se trouve en fin de page sous « Comment cette classification a été obtenue ».