https://journals.sagepub.com/doi/pdf/10.1177/0149206309352246

Generational Differences in Work Values: Leisure and Extrinsic Values Increasing, Social and Intrinsic Values Decreasing:

We describe a framework for understanding how age-related changes in adult development affect work motivation, and, building on recent life-span theories and research on cognitive abilities, personality, affect, vocational interests, values, and self-concept, identify four intraindividual change trajectories (loss, gain, reorganization, and exchange). We discuss implications of the integrative framework for the use and effectiveness of different motivational strategies with midlife and older workers in a variety of jobs, as well as abiding issues and future research directions.

/pdf/aging-adult-development-and-work-motivation-187yo0or2n.pdf

Aging, Adult Development, and Work Motivation

Purpose – The purpose of this paper is to review what we know – and don't know – about Generation Y's use of social media and to assess the implications for individuals, firms and society.Design/methodology/approach – The paper distinguishes Generation Y from other cohorts in terms of systematic differences in values, preferences and behavior that are stable over time (as opposed to maturational or other differences). It describes their social media use and highlights evidence of intra‐generational variance arising from environmental factors (including economic, cultural, technological and political/legal factors) and individual factors. Individual factors include stable factors (including socio‐economic status, age and lifecycle stage) and dynamic, endogenous factors (including goals, emotions, and social norms).The paper discusses how Generation Y's use of social media influences individuals, firms and society. It develops managerial implications and a research agenda.Findings – Prior research on the so...

/pdf/understanding-generation-y-and-their-use-of-social-media-a-1ea8k5ufz3.pdf

Understanding Generation Y and their use of social media: a review and research agenda

Over the past 20 years, there has been a considerable expansion in theory and research about human resource management and performance. This paper reviews progress by identifying a series of phases in the development of relevant theory and research. It then sets out a number of challenges for the future on issues of theory, management processes and research methodology. The main conclusion from the review is that after over two decades of extensive research, we are still unable to answer core questions about the relationship between human resource management and performance. This is largely attributed to the limited amount of research that is longitudinal and has been able to address the linkages between HRM and performance and to study the management of HR implementation.

Human resource management and performance: still searching for some answers

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).

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

Summary As we enter the new millennium and face the entrance of another generation of workers into the changing world of work, managers are encouraged to deal with the generational differences that appear to exist among workers. This paper revisits the issue of generational differences and the causes of those differences. Data were obtained from more than 350 individuals across the country who responded to a request to complete a survey. Current generational differences in worker values are analysed and the results are compared to a similar study conducted in 1974. Results suggest that generational work values do differ. To a lesser degree, the results suggest that work values also change as workers grow older. Finally, the results indicate an increasing desire among American workers to balance work and personal goals. This change in attitude was reflected even within the same cohort group. Copyright # 2002 John Wiley & Sons, Ltd.

https://www.jstor.org/stable/pdfplus/4093812.pdf

Karen Wey Smola

Papers

Generational differences: revisiting generational work values for the new millennium