U.S. Cross-Generational Variations in Culturally-Oriented Value Systems

Abstract

Much has been written about the changing values that span generational cohorts and how they affect an organization’s recruiting and retaining of young talent. Typically, these studies focus on rewards that have been derived from an amalgam of various need theories of motivation. Examples of these rewards include: leisure time, interesting work, status, pay, and altruism. Additionally, a host of studies have looked at both specific and general job satisfaction. Similar to previous studies, the purpose of the present research is to investigate value differences between three work-age generations. However, the current study differs from previous works in that it focuses on underlying values rather than on rewards or attitudes.

Cite this work

No public copy is stored for this record, so only the metadata is cited.

Stored only when both papers are in the corpus — 2 citations exist upstream.

Papers that cite the same references — the relational fallback while embeddings are still backfilling.