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This study extends research on generational differences beyond stereotypes and demographic differences to the development of a mindset towards careers. Because Millennials grew up in a labor market with less job stability, more contingent work, and a rapidly changing global marketplace, we theorize the development of a multidimensional millennial career mindset (MCM) that encompasses the underlying implicit theories and beliefs that emerge from the millennial context. Specifically, we focus on four dimensions of the MCM: job-hopping norm, self-directed career development, social media embracement, and perceived employability. While all participants in the modern workforce are shaped by the context, we expect the MCM will be stronger for Millennials than non-Millennials. We also hypothesize that the relationship between job satisfaction and withdrawal intentions will be weaker for those individuals possessing a stronger MCM. We collected data from 115 employees at a Canadian organization and found that a MCM moderated the relationships between job satisfaction and organizational commitment and turnover intentions. The findings suggest that job satisfaction is less pertinent to influencing the stay intentions of employees with a strong MCM.
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