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

  title={Generational Differences in Work-Related Attitudes: A Meta-analysis},
  author={David Costanza and Jessica M. Badger and Rebecca L. Fraser and Jamie B. Severt and Paul A. Gade},
  journal={Journal of Business and Psychology},
PurposeDifferences 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/ApproachWe conducted a meta-analysis of generational differences on three work-related criteria: job satisfaction, organizational commitment, and intent… 
Generational differences in workplace attitudes and job satisfaction
Purpose The purpose of this paper is to examine the presence of generational differences in items measuring workplace attitudes (e.g. job satisfaction, employee engagement).
Generational Diversity at Work: A Systematic Review of the Research
For the first time in modern history, workplace demographics now span up to four distinct generations. Therefore, intergenerational diversity is a timely issue, gathering increasing interest amongst
Generational differences in the workplace: A review of the evidence and directions for future research
Summary Generational differences in the workplace have been a popular topic over the past two decades, generating a volume of articles, book chapters and books. We critically review the research
Generational differences in work quality characteristics and job satisfaction
Purpose The purpose of this paper is twofold: first, to determine if job satisfaction increases with age, and if this is consistent across countries; and second, if individuals belonging to the same
Leadership Perceptions of Millennial Generation Professional Services Employees and the Link to Job Satisfction
This non-experimental quantitative study sought to determine a relationship between perceptions of leadership style and employee job satisfaction. The research design was a cross-sectional survey
Generational Differences: Effects of Job and Organizational Context
Abstract 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
Generational perceptions and their influences on organizational commitment
Purpose – This study aims to investigate the existence of delimitations more suited to the emergence of generations in Brazil, and to assess generational perceptions on constructs of the work
One job, one deal…or not: do generations respond differently to psychological contract fulfillment?
This paper investigates generational differences in the relations between psychological contract fulfillment and work attitudes. Data were collected from a sample of 909 employees in the Dutch
Talkin’ ‘Bout Your Generation: The Impact of Applicant Age and Generation on Hiring-Related Perceptions and Outcomes
Two scenario-based studies were conducted to explore the relative impact of a job candidate’s age compared to generational membership on hiring-related perceptions and outcomes. Study 1 used paper


Millennials’ (Lack of) Attitude Problem: An Empirical Examination of Generational Effects on Work Attitudes
PurposeThe purpose of this study is to contribute to the sparse empirical literature on generational differences at work by examining (1) the effect of generation on work attitudes (e.g., job
Generational preferences for work environment fit: effects on employee outcomes
Purpose – The examination of generational differences is an important area of inquiry for management research. Firms must recognize the influence of the values and work preferences of the next
Generational differences at work: introduction and overview
Purpose – This introduction seeks to provide a brief background to the notion that there are generational differences at work and to introduce the papers included in this special issue of the Journal
Generational Differences in Work Values: A Review of Theory and Evidence
This paper presents a critical review of the theoretical basis and empirical evidence for the popular practitioner idea that there are generational differences in work values. The concept of
Although organizational research on age has largely focused on the age–performance relationship, the relationships between age and job attitudes have received less attention. Guided by socioemotional
Generational Differences in Work Values: Leisure and Extrinsic Values Increasing, Social and Intrinsic Values Decreasing
Organizations are currently facing the retirement of many older workers and the challenge of recruiting and retaining young talent. However, few studies have empirically substantiated generational
Generational differences: revisiting generational work values for the new millennium
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
Leading Generation X: Do the Old Rules Apply?
The purpose of this study was to quantify the generational preferences for leadership behavior. The dependent variable was the preference of leadership behavior associated with generational themes.
The validity of Hackman and Oldham's Job Characteristics Model was assessed by conducting a comprehensive review of nearly 200 relevant studies on the model as well as by applying meta-analytic
Learning orientation, organizational commitment and talent retention across generations
Purpose – The purpose of this study is to test the relationships of learning, organizational commitment and talent retention across managerial generations in Europe.Design/methodology/approach –