Attitudinal differences between generation-x and older employees

Natalie Ferres · Antonio Travaglione · Ian Firns

43 citations0/0 files storedAdelaide Research & Scholarship (AR&S) (University of Adelaide)

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Job Satisfaction and Organizational Behavior Retirement, Disability, and Employment Generational Differences and Trends

Abstract

Using qualitative and quantitative methods the current paper investigated the differences \nin levels of trust, commitment, procedural justice and turnover intention between \nGeneration-X employees (Gen-Xers) and older age group employees. 234 participants \nwere included in the study, 83 Gen-X subjects and 151 older, non Gen-X subjects. No \ndifference between the Gen-X and the older group was found for levels of affective \ncommitment or trust. As predicted, Gen-X employees displayed lower continuance \ncommitment, exhibited stronger turnover intentions, and had lower scores for \nperceptions of procedural justice. Relationships between the variables were similar \nacross the Gen-X and older age group. The implications of these findings for the \neffective management of Gen-X employees are discussed.

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1990The measurement and antecedents of affective, continuance and normative commitment to the organization 1991A three-component conceptualization of organizational commitment 1988The Social Psychology of Procedural Justice 1990A review and meta-analysis of the antecedents, correlates, and consequences of organizational commitment.1974Organizational commitment, job satisfaction, and turnover among psychiatric technicians.1984Employee-Organization Linkages: The Psychology of Commitment, Absenteeism, and Turnover.1967A new scale for the measurement of interpersonal trust1 1991Relationship between organizational justice and organizational citizenship behaviors: Do fairness perceptions influence employee citizenship?

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