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Generational differences: Effects of job and organizational context

chapter
posted on 2017-01-01, 00:00 authored by J Marcus, Michael LeiterMichael Leiter
Copyright © 2017 by Emerald Publishing Limited All rights of reproduction in any form reserved. This chapter aims to provide nuance into the issue of generational cohort differences at work by focusing on the role of contextual moderator variables. Theory and hypotheses derived from the research on generational differences, psychological contracts, and work values are contrasted to a countervailing set of hypotheses derived from theory and research on the confluence of age and Person-Environment (P-E) fit. Complex patterns of interactive effects are posited for both alternatives. The results favored a generational hypothesis regarding the positively valenced construct of job satisfaction but an age-based hypothesis for the negatively valenced construct of turnover intentions. Results are tested using a subset from a large and nationally representative sample of adults from the US workforce (n = 476). Results offer mixed support for both age and generational cohorts, qualified by the specific type of outcome at hand.

History

Title of book

Age diversity in the workplace : An organizational perspective

Volume

17

Series

Advanced series in management

Chapter number

3

Pagination

65 - 94

Publisher

Emerald

Place of publication

Bingley, Eng.

ISSN

1877-6361

ISBN-13

9781787430747

ISBN-10

178743074X

Language

eng

Publication classification

B1 Book chapter

Extent

7