Generational Differences as a Determinant of Women's Perspectives on Commitment

Differences between 116 graduate and undergraduate women, representing 4 generations (i.e., Baby Boomers, Transitionals, Generation Xers, and Millennials), were studied to categorize earliest awareness and definitions of commitment in relationships. More than 63% of participants in each generation viewed relationship commitment in terms of constraints rather than attractions.     

Higher-order factors of the big five and basic values: empirical and theoretical relations

The Big Five Model of personality and Schwartz's theory of basic values are two prominent taxonomies that offer a convenient way to organize the major individual differences in, respectively, personality traits and personal values. Both taxonomies provide a hierarchical framework, whose components can be traced back to a smaller number of broader dimensions. The current study investigated the relationship between the two superordinate factors of personality encompassing the Big Five dimensions (alpha and beta) and the four higher-level value types from Schwartz's theory (Self-transcendence, Self-enhancement, Conservation, and Openness to change). To examine the relations between higher-order traits and values, we relied on factor analysis and multidimensional scaling. Results indicated that alpha and beta were differently related to the Conservation versus Openness to change dimension. Alpha was positively related to values that emphasize protecting stability and respecting norms and traditions, and negatively related to values emphasizing receptiveness to change and independence of thought, feeling, and action. The opposite pattern of relations was found for beta.     

Are Gender Differences in Basic Human Values a Generational Phenomenon?

The Schwartz Value Survey (SVS) was administered to 979 Canadian knowledge workers to determine whether differences in value priorities between men and women differed significantly between members of the Baby Boomer generation and members of Generation X. Multivariate analysis of covariance controlling for education, income, and scale use revealed a significant gender-by-generation interaction, which signifies that the patterns of differences between men's and women's value priorities were different for Baby Boomers and Generation Xers. Four of the 10 SVS value types (i.e., power, tradition, universalism, and achievement) were associated with both gender and generation. A number of other value types were associated solely with generation. The findings suggest that both gender and generation are important variables in the study of values and should not be considered in isolation of each other.     

Generational differences in American students’ reasons for going to college, 1971–2014: The rise of extrinsic motives

ABSTRACT

We examined generational differences in reasons for attending college among a nationally representative sample of college students (N = 8 million) entering college between 1971–2014. We validated the items on reasons for attending college against an established measure of extrinsic and intrinsic values among college students in 2014 (n = 189). Millennials (in college 2000s–2010s) and Generation X (1980s–1990s) valued extrinsic reasons for going to college (“to make more money”) more, and anti-extrinsic reasons (“to gain a general education and appreciation of ideas”) less than Boomers when they were the same age in the 1960s–1970s. Extrinsic reasons for going to college were higher in years with more income inequality, college enrollment, and extrinsic values. These results mirror previous research finding generational increases in extrinsic values begun by GenX and continued by Millennials, suggesting that more recent generations are more likely to favor extrinsic values in their decision-making.     

Generational Differences in Work-Related Attitudes: A Meta-analysis

Purpose

Differences among generations on a wide variety of outcomes are of increasing interest to organizations, practitioners, and researchers alike. The goal of this study was to quantitatively assess the research on generational differences in work-related attitudes and to provide guidance for future research and practice.

Design/Methodology/Approach

We conducted a meta-analysis of generational differences on three work-related criteria: job satisfaction, organizational commitment, and intent to turnover. Our review of published and unpublished research found 20 studies allowing for 18 generational pairwise comparisons across four generations (Traditionals, Baby Boomers, Generation Xers, and Millennials) on these outcomes using 19,961 total subjects.

Findings

Corrected mean differences for job satisfaction ranged from .02 to .25, for organizational commitment they ranged from ?.22 to .46, and for intent to turnover the range was ?.62 to .05. The pattern of results indicates that the relationships between generational membership and work-related outcomes are moderate to small, essentially zero in many cases.

Implications

The findings suggest that meaningful differences among generations probably do not exist on the work-related variables we examined and that the differences that appear to exist are likely attributable to factors other than generational membership. Given these results, targeted organizational interventions addressing generational differences may not be effective.

Originality/Value

This is the first known quantitative review of research on generational differences in the workplace.     

Are today's Millennials splintering into a new generational cohort? Maybe!

A new generational cohort is emerging from the Millennial market segment as a result of cataclysmic events that have occurred since 2008. Interviews with college upperclassmen in the United States identified significant events influencing their values, the values arising from these events, and new values not associated with older Millennials. The most important events identified included the Great Recession, 9/11, and the election of the first African-American president. Values of Millennials were assessed in online surveys of college juniors and seniors in the United States in the fall of 2009 and 2010 and among older Millennials, aged 27–31, during the summer of 2010. The values most strongly differentiating the younger and older Millennials were “piety” and “thrift.” Younger Millennials in the United States are less thrifty and more secular and sexually permissive than older Millennials. They are also less patriotic and less concerned about politics, sustainability, saving, and making mistakes in life. This suggests a splintering of the Millennials cohort as a result of the Great Recession and the potential emergence of a younger “entitlement” cohort. It also suggests further investigation of cross-national value shifts among younger Millennials, prompted by the Great Recession. Copyright © 2012 John Wiley & Sons, Ltd.     

Millennials at Work: What We Know and What We Need to Do (If Anything)

There are a lot of opinions about who Millennials are, what they think and value, and how they will behave as they grow older and gain more experience in the workforce. The relatively sparse empirical research published on Millennials is confusing at best and contradictory at worst. As noted in this article and others in this special issue, however, there are a few topics including work attitudes, long-term health outcomes, and personality factors on which we have reasonably solid data to inform us about current and likely future behavior of Millennials. We address the importance of context for understanding behavior of people in different generations, a subject often missing from the discussion of generational similarities and differences. There are implications for practitioners of what we know and for how context affects behavior. We make suggestions for how practitioners can use the data available to inform decisions they make about working with Millennials. Finally, we discuss the importance of new directions of research on generational differences to help both practitioners and the research community better understand the realities of generational similarities and differences and rely less on urban myths or stereotypes.     

Individual values and well-being: The moderating role of personality traits

This study examined the role of values, traits and their interactions for the experience of eudaimonic and hedonic well-being. First wave studies on value and well-being relationships yielded inconsistent results suggesting that these relationships are moderated by other factors, possibly by personality traits. We asked a representative sample of adult Poles (N = 1161) to report on their personality traits (according to five-factor theory), values (conceptualised by Schwartz) and well-being (hedonic and eudaimonic). Results showed, that higher Extraversion, Emotional stability, Intellect, Agreeableness and Conscientiousness were related to higher well-being, confirming and expanding claims from personality theory of subjective well-being: stable predispositions are related not only to subjective, but also to eudaimonic well-being. Values expressing Openness to change, Self-transcendence and Conservation were also positively correlated with well-being, while the role of Self-enhancement was unclear. This confirmed that growth needs expressed in Openness to change and Self-transcendence values promote well-being, but also that values expressing deficiency needs can be positively related to well-being, possibly in specific circumstances. Finally, the two levels of personality (traits and values) proved to have a joint relationship to well-being: higher Conscientiousness and Agreeableness enhanced positive relationships of Openness to change and Self-transcendence with some aspects of well-being.     

A Three Generational Study of Tomboy Behavior

The perceptions and definitions of tomboybehavior were explored across three generations ofwomen. The sample included 521 women (primarilyundergraduates, their mothers, and their grandmothers)ranging in age from 17 to 94 who were categorized intoone of three cohorts (Generation Xers, Baby Boomers orSenior Citizens) for a final sample of 466. The samplewas 87% European American, 6% Native American, 3% Hispanic, and 2% Asian American. Sixty-sevenpercent of the sample reported being tomboys duringtheir childhood. The average age reported for startingtomboy behavior was 5.8, whereas the average age for ceasing tomboy behavior was 12.6. Agecohort analyses revealed relatively few differences butseveral interesting findings. The senior citizens tendedto differ from both sets of younger women. For instance, senior citizens were less likely toreport being tomboys than were Xers or Boomers.Directions for future research include monitoring thesocial acceptability of tomboy behavior, assessingpotential cultural differences in tomboyism, andanalyzing correlates of the average age that tomboyismceases.     

Generational differences in workplace behavior

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.     

Training the Millennial Learner Through Experiential Evolutionary Scaffolding: Implications for Clinical Supervision in Graduate Education Programs

They are the Millennials – Generation Y. Over the next few decades, they will be entering genetic counseling graduate training programs and the workforce. As a group, they are unlike previous youth generations in many ways, including the way they learn. Therefore, genetic counselors who teach and supervise need to understand the Millennials and explore new ways of teaching to ensure that the next cohort of genetic counselors has both skills and knowledge to represent our profession well. This paper will summarize the distinguishing traits of the Millennial generation as well as authentic learning and evolutionary scaffolding theories of learning that can enhance teaching and supervision. We will then use specific aspects of case preparation during clinical rotations to demonstrate how incorporating authentic learning theory into evolutionary scaffolding results in experiential evolutionary scaffolding, a method that potentially offers a more effective approach when teaching Millennials. We conclude with suggestions for future research.     

Generational differences in young adults' life goals, concern for others, and civic orientation, 1966-2009

Three studies examined generational differences in life goals, concern for others, and civic orientation among American high school seniors (Monitoring the Future; N = 463,753, 1976-2008) and entering college students (The American Freshman; N = 8.7 million, 1966-2009). Compared to Baby Boomers (born 1946-1961) at the same age, GenX'ers (born 1962-1981) and Millennials (born after 1982) considered goals related to extrinsic values (money, image, fame) more important and those related to intrinsic values (self-acceptance, affiliation, community) less important. Concern for others (e.g., empathy for outgroups, charity donations, the importance of having a job worthwhile to society) declined slightly. Community service rose but was also increasingly required for high school graduation over the same time period. Civic orientation (e.g., interest in social problems, political participation, trust in government, taking action to help the environment and save energy) declined an average of d = -.34, with about half the decline occurring between GenX and the Millennials. Some of the largest declines appeared in taking action to help the environment. In most cases, Millennials slowed, though did not reverse, trends toward reduced community feeling begun by GenX. The results generally support the "Generation Me" view of generational differences rather than the "Generation We" or no change views.     

Political participation and basic values in Europe: Replication and extension of Vecchione et al. (2015)

Vecchione et al. (Br J Psychol, 106 , 2015, 84) demonstrated the effects of four higher-order values on political participation across 20 European countries. In their Study 1, they found that political participation was related to three higher-order basic values and that these associations were stronger in more democratic countries. The present study attempted a replication using a more rigorous modelling approach. Multilevel structural equation models with latent variables for both participation and basic values replicated the main effects of Self-Transcendence and Conservation values but demonstrated negative effects of Openness values (vs. positive in the original study) and positive effects of Self-Enhancement values (vs. ambiguous or insignificant in the original study), while cross-level interactions indicated weaker effects of values in more democratic countries (vs. the opposite in the original study). These discrepancies appeared mostly due to the original study’s implicit assumption that basic values’ measurement errors were zero. The new results indicated a counter-intuitive similarity of effects of supposedly opposite values. Self-Transcendence–Self-Enhancement is suggested to be a politically motivating value dimension, whereas Openness to Change–Conservation is a dimension that discourages political participation regardless of the preferred extreme.     

Predictors of High School Achievement in a Hong Kong International School

Asian students consistently achieve academically at higher rates than other students. This study reports on the prediction of grades by teenagers' values and autonomy expectations, and their mothers' reports on these variables. Fifty-eight Western and 66 Asian juniors and seniors and their mothers were recruited from an international high school. Teenagers' value priority for Openness to Change and their autonomy expectations predicted academic achievement in the entire group of students, unpackaging the effect of culture on academic achievement. Mothers' value priorities and autonomy expectations did not associate with their teenagers' grades. Teenagers' value for Openness to Change emerged as a significant independent predictor in the combined group; however, the effect was stronger in Western than in Asian teenagers. This study provides unusual evidence for pancultural correlates of academic achievement.     

Cross-sectional age differences in personality: Evidence from nationally representative samples from Switzerland and the United States

Identifying reliable patterns of age differences in personality can help clarify the nature of adult personality development. Previous studies have been limited because many have relied on convenience samples. In this study, we examined age differences in personality in two nationally representative samples, one from Switzerland and one from the United States. The results indicated that Agreeableness and Conscientiousness were positively associated with age, whereas Extraversion was negatively associated with age. However, the magnitude of age differences for Extraversion was much smaller than for Agreeableness and Conscientiousness. Openness showed a more complex trend such that 30- to 34-year-olds scored lower on Openness than younger age groups, whereas older groups scored somewhere in between. Inconsistent age differences were observed for Neuroticism.     

Generational Differences in Work Ethic: An Examination of Measurement Equivalence Across Three Cohorts

Purpose  

The purpose of this study was to examine the differences across three generational cohorts (Millennials, Generation X, and Baby Boomers) on dimensions of the work ethic construct using the multidimensional work ethic profile (MWEP).     

Attitudes towards unions through a generational cohort lens

ABSTRACT

Studying a large American union, we report on findings from two studies investigating perceptions of and attitudes towards unions through a generational cohort lens. Study one explores the link between generational cohort and members’ perceptions of unions, employing qualitative analysis of 100 interviews: 30 Millennials, 35 Gen X, and 35 Baby Boomers. Analysis determined that union members focus on either ideological or instrumental explanations to support perceptions that their generation was either pro-union or anti-union. Themes identified in study one were further explored in a quantitative study which involved statistical analysis of survey data (n = 4717) to identify possible differences in pro and anti-union attitudes across three generational cohorts: baby boomer (n = 2857), Gen X (n = 1256), and millennials (n = 304). Data from both studies support the idea that pro-union perceptions and attitudes are more prevalent among those in the baby boomer cohort than Gen Xers, and millennials.     

European norms and equations for a two dimensional presentation of values as measured with Schwartz's 21‐item portrait values questionnaire

The present study utilizes European Social Survey (ESS) data to introduce European norms and equations for computation of the Self‐Transcendence—Self‐Enhancement and Conservation—Openness to Change value dimensions, as measured with the 21‐item Portrait Values Questionnaire (PVQ). Our analysis of ESS round 1 and 2 data suggest that the two‐dimensional structure and the equations based on this structure are extremely robust. Presenting the two value dimensions besides the 10 basic values offers the advantages of (a) heightened reliability, (b) control of response tendency, and (c) possibility to present results in two‐dimensional space. Copyright © 2008 John Wiley & Sons, Ltd.     

Personality is associated with perceived health and functional status in older primary care patients

Using data collected on 265 primary care medical patients 60 years of age and older, the authors examined the personality bases of subjective health (perceived health, functional status) after controlling for observer-rated depression and medical burden. Four hypotheses were tested: High Neuroticism is associated with poorer perceived health, low Extraversion is associated with poorer perceived health, low Openness to Experience is associated with worse functional status, and age moderates the relationships between personality and subjective health. Findings supported the notion that personality is associated with subjective health; moreover, this effect appeared to grow more pronounced with increasing age. This study underscores the conceptual and heuristic value of examining moderators of the links between personality variables and health.     

Generational Differences in Work Ethic: Fact or Fiction?

Even though stereotypes suggest that older generational cohorts (e.g., Baby Boomers) endorse higher levels of work ethic than younger generations (e.g., Millennials), both the academic literature and popular press have found mixed evidence as to whether or not generational differences actually exist. To examine whether generational differences exist in work ethic, a dataset was compiled (k = 105) of all published studies that provided an average sample age and average work ethic score, with each sample becoming an observation, and being assigned a generational cohort based upon the average age of the sample. Three hierarchical multiple regressions found no effect of generational cohort on work ethic endorsement. In two of the three phases, results found a main effect of sample type, such that industry samples had higher work ethic endorsement than student samples. Implications for applied practitioners and future research streams for generational and work ethic research are discussed.