A value-oriented psychological contract: Generational differences amidst a global pandemic

Alda Deas · Melinde Coetzee

10 citations0/0 files storedFrontiers in Psychology

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

Abstract

The COVID-19 pandemic has changed the landscape of working conditions world-wide, fast tracking the reality of the digital-driven workplace. Concepts such as remote working, working-from-home and hybrid working models are now considered as the “new normal.” Employes are expected to advance, flourish and survive in this digitally connected landscape. Different age and generational groups may experience this new organizational landscape differently and may expect different organizational outcomes in exchange for their inputs. Accordingly, the study investigated differences regarding the value-oriented psychological contract expectations of employes from different generational groups. An ANOVA test for significant mean differences and a post hoc test for multiple comparisons were conducted on a sample of (N = 293) employes in the services industry in Southern Africa (85%) and other European countries (15%). The observed generational cohort differences regarding value-orientated psychological contract expectations for job characteristics and work-life balance could be utilized to develop interventions and strategies to promote retention of employes in the post-pandemic digital-orientated workplace.

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1965Inequity In Social Exchange 1989Psychological and implied contracts in organizations 1965The Cohort as a Concept in the Study of Social Change 1985The Cohort as a Concept in the Study of Social Change 2020COVID-19 and the workplace: Implications, issues, and insights for future research and action.2004Aging, Adult Development, and Work Motivation 2013Generational differences in the workplace: A review of the evidence and directions for future research 2021Here comes Generation Z: Millennials as managers

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