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.     

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.     

An empirical assessment of generational differences in basic human values

This study assessed generational differences in human values as measured by the Schwartz Value Survey. It was proposed that the two most recent generations, Millennials and Generation Xers, would value Self-enhancement and Openness to Change more than the two older generations, Baby Boomers and Matures, while the two older generations would value Self-transcendence and Conservation more. The hypotheses were tested with a combined sample of Canadian knowledge workers and undergraduate business students (N = 1,194). Two hypotheses were largely supported, although an unexpectedly large difference was observed between Millennials and Generation Xers with respect to Openness to Change and Self-enhancement. The findings suggest that generation is a useful variable in examining differences in social values.     

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).     

A Review of the Empirical Evidence on Generational Differences in Work Attitudes

Purpose  

This article reviews the evidence for generational differences in work values from time-lag studies (which can separate generation from age/career stage) and cross-sectional studies (which cannot). Understanding generational shifts is especially important given the coming retirement of Baby Boomer workers and their replacement by those born after 1982 (GenMe/GenY/Millennials).     

Construing action abstractly and blurring social distinctions: implications for perceiving homogeneity among,but also empathizing with and helping,others

Most people's actions serve goals that, defined abstractly enough, are quite similar to one another. The authors thus proposed, and found, that construing action in abstract (vs. concrete) terms relates to perceiving greater similarity among persons both within and across different social groups (Studies 1-3). By fostering perspective taking, viewing action abstractly also related to empathizing with and expressing willingness to help nonstigmatized and stigmatized others (e.g., AIDS patients; Studies 3-5) and to donating money to help those in need (Study 6). These findings held when controlling for ideological, motivational, and broad personality variables. Abstract action construals, then, appear to blur social distinctions, fostering perspective taking and empathy on the one hand but also perceptions of group homogeneity on the other.     

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.     

Acculturation, enculturation, and Asian American college students' mental health and attitudes toward seeking professional psychological help

In the present study, we tested a theoretically and empirically derived partially indirect effects acculturation and enculturation model of Asian American college students' mental health and attitudes toward seeking professional psychological help. Latent variable path analysis with 296 self-identified Asian American college students supported the partially indirect effects model and demonstrated the ways in which behavioral acculturation, behavioral enculturation, values acculturation, values enculturation, and acculturation gap family conflict related to mental health and attitudes toward seeking professional psychological help directly and indirectly through acculturative stress. We also tested a generational status moderator hypothesis to determine whether differences in model-implied relationships emerged across U.S.- (n = 185) and foreign-born (n = 107) participants. Consistent with this hypothesis, statistically significant differences in structural coefficients emerged across generational status. Limitations, future directions for research, and counseling implications are discussed.     

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.     

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.     

The Relationships Between Mexican American Acculturation,Cultural Values,Gender, and Help‐Seeking Intentions

This study examined the relationships between Mexican acculturation, cultural values, gender, and help‐seeking intentions among Mexican American community college students. Findings suggest that as Mexican Americans lose their culture of origin and increase their generational status, their attitudes toward help seeking become less favorable. This contradicts cultural barrier theory as an explanation for underuse of mental health services by Mexican Americans. Furthermore, adherence to traditional Mexican culture and cultural values may actually encourage help seeking.     

Thinking About the Future as a Way to Succeed in the Present: A Longitudinal Study of Future Orientation and Violent Behaviors Among African American Youth

Previous research has linked higher levels of hopelessness about one's future to violent behavior during adolescence; however, little is known about this relationship over time for adolescents. Using growth curve modeling, we tested the association between future orientation and violent behavior across the high school years of adolescence in a sample of African American youth (n = 681). Variation based on demographic characteristics (i.e., sex, SES, previous violence) was explored. At baseline, differences in violent behavior varied by demographic characteristics. Overall, violent behavior decreased with age. Higher levels of future orientation were associated with greater decreases in violent behavior over time. Demographic characteristics were not associated with change in violent behavior overtime. Our findings suggest that future orientation can act as a promotive factor for at risk African American youth. Interventions that help support the development of future goals and aspirations could play a vital role in violence prevention efforts.     

Online shopping orientations of Latino millennial generational cohorts

Latino consumers in the United States reached a collective buying power of nearly $1.72 trillion in 2020 with over 22% between the ages of 18 and 37, and 80% of the population on the internet. Although Latino Millennials represent a significant consumer group in the United States, scarce literature has examined their online shopping orientations. Furthermore, despite having indications that Millennials are not a homogenous consumer group, and differ in their shopping preferences, studies fell short in examining the online shopping orientations of the Millennial subgroup. Thus, the purpose of this study was to examine the shopping orientations of Latino consumers by segmenting the Millennial generation into three groups: younger Millennial (18–23), middle Millennial (24–30), and older Millennial (31–37). The study administered a web-based questionnaire survey to a convenience sample of 378 participants. A one-way multivariate analysis of variance (MANOVA) was conducted, and findings revealed that shopping orientations of Latino consumers differ significantly based on Millennial generational cohorts (MGCs) and ethnicity. Among Latino MGCs, younger Millennials were more brand-and fashion-conscious, impulsive, and confused by over choice. Furthermore, Latino Millennials were more brand conscious than Caucasian Millennials. Therefore, companies and marketers that target Latino Millennial consumers should create shopping experiences that meet the needs of the different generational cohorts.     

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.     

From Assets to School Outcomes: How Finances Shape Children's Perceived Possibilities and Intentions

ABSTRACT— People do not always take action to attain their desired possible selves —after all, whether consciously or nonconsciously, taking current action makes sense if there is an open path toward attaining the desired self, but not if paths are closed. Following this logic, children from families with fewer assets may lower their expectations for school success and plan to engage in less effort in school. To test this hypothesis, we examined the impact of experimentally manipulating mind-set about college as either "closed" (expensive) or "open" (can be paid for with need-based financial aid) among low-income early adolescents. Adolescents assigned to an open-path condition expected higher grades than those assigned to a closed-path condition (Study 1, n = 48, predominantly Hispanic and Latino seventh graders) and planned to spend more time on homework than those assigned to a no-prime control condition (Study 2, n = 48, predominantly African American seventh graders).     

Environmental,background, and psychological variables related to optimizing achievement and career motivation for high school girls

The purpose of the study was to investigate some environmental and psychological variables related to optimizing the achievement strivings of high school girls. It was hypothesized that environmental and psychological variables would have significant relationships to achievement strivings. The criterion variables were career motivation and achievement motivation. The predictor variables were: community support, early family socialization (environmental), self-esteem, risk preference, sex role orientation, and fear of success (psychological). Subjects were 10th-grade girls (N = 158) in a suburban midwestern high school district. Procedures involved group test administration involving 2 hr during the regular school day. Multiple regression analysis indicated that high achievement motivation and career choice were significantly associated with perceived support for achievement and career goals in the school and community environment (p < .01). Implications for increasing achievement and career motivation were discussed in relation to the requirements of the Education Amendments of 1972 and 1976 (Title IX).     

Diffusion,Decolonializing, and Participatory Action Research

Miki Takasuna describes knowledge transfer between elite communities of scientists, a process by which ideas become structurally transformed in the host culture. By contrast, a process that we have termed knowledge transfer by de-elitization occurs when (a) participatory action researchers work with a community to identify a problem involving oppression or exploitation. Then (b) community members suggest solutions and acquire the tools of analysis and action to pursue social actions. (c) Disadvantaged persons thereby become more aware of their own abilities and resources, and persons with special expertise become more effective. (d) Rather than detachment and value neutrality, this joint process involves advocacy and structural transformation. In the examples of participatory action research documented here, Third World social scientists collaborated with indigenous populations to solve problems of literacy, community-building, land ownership, and political voice. Western social scientists, inspired by these non-Western scientists, then joined in promoting PAR both in the Third World and in Europe and the Americas, e.g., adapting it for solving problems of people with disabilities or disenfranchised women. Emancipatory goals such as these may even help North American psychologists to break free of some methodological chains and to bring about social and political change.

初二学生目标取向、自我效能及学习成绩与学业求助的关系

本研究以152名初中二年级学生为被试,采用问卷法研究了目标取向、自我效能及学习成绩与学业求助的关系.结果表明:(1)自我取向的确可以区分出趋向型自我取向和逃避型自我取向,它们对学业求助的影响模式是不同的,逃避型自我取向对学业求助有更大的负面作用.(2)社会目标与学业求助有显著关系,支持本研究的假设.(3)自我效能低及学习成绩差的学生更不愿求助,支持脆弱假说.     

Of Warrior Chiefs and Indian Princesses: The Psychological Consequences of American Indian Mascots

Four studies examined the consequences of American Indian mascots and other prevalent representations of American Indians on aspects of the self-concept for American Indian students. When exposed to Chief Wahoo, Chief Illinwek, Pocahontas, or other common American Indian images, American Indian students generated positive associations (Study 1, high school) but reported depressed state self-esteem (Study 2, high school), and community worth (Study 3, high school), and fewer achievement-related possible selves (Study 4, college). We suggest that American Indian mascots are harmful because they remind American Indians of the limited ways others see them and, in this way, constrain how they can see themselves.     

Socially oriented achievement goals of Chinese university students in Singapore: structure and relationships with achievement motives, goals and affective outcomes

Contemporary literature on culture, self, and motivations (Markus & Kitayama, 1991) suggests that in collectivistic cultures, individual achievement is interdependent of one's social others. We proposed that this cultural characteristic could be exemplified in the achievement goal orientation and tested the notion with university students in a collectivistic community-Singapore. A socially oriented achievement goal construct was developed by taking into consideration the significant social others in the students' lives. A measuring instrument was established with a sample of Singaporean Chinese university students (N = 196; 144 females and 52 males); its relationships to achievement motives, goals, and consequences were examined. Although the socially oriented achievement goal items were originally constructed from four categories of social others, confirmatory factor analysis suggested a unifactor structure. Results showed that the socially oriented goal was related positively with students' performance goal, mastery goal, and competitive motive; it bore no relationship to mastery motive, work ethic, and interest in learning; and it predicted negatively future engagement. After the effects of mastery and performance goals were controlled for, the socially oriented goal did not predict test anxiety.