Generational differences in work values, outcomes and person-organisation values fit
Generational differences in work values, outcomes and person-organisation values fit
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DOI：
10.1108/02683940810904385
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发表时间：
2008-01-01
影响因子：
3.2
通讯作者：
Gardner, Dianne
中科院分区：
文献类型：
--
作者：
Cennamo, Lucy;Gardner, Dianne
目的-本文的目的是调查目前劳动力中三代人（婴儿潮一代，X一代和Y一代）在工作价值观，工作满意度，情感组织承诺和离职意图方面的差异。该研究还试图检验人与组织价值观契合度的代际差异。设计/方法/方法——共有504名奥克兰员工完成了一份在线问卷。X一代（57%）被定义为1962年至1979年出生的人，婴儿潮一代（23%）出生在1946年至1961年，Y一代（17%）出生在1980年至2000年。其余（3%）出生于1925年至1945年。调查结果-年轻的群体比年长的群体更重视地位和自由的工作价值观。婴儿潮一代报告说，与X一代和Y一代相比，个人组织价值观与外在价值观和地位价值观的契合度更高，但在契合度方面没有其他代际差异。在个人价值观和组织价值观不匹配的地方，三个代际群体的工作满意度和组织承诺都降低了，并且增加了离职的意愿。研究局限性/启示-该研究是横断面的，基于自我报告数据，限制了研究结果的普遍性。实际意义-价值观在指导行为和提高工作动机方面很重要。组织价值观必须能够满足不同员工和组织的需求；需要向员工阐明自己的工作价值观和期望。原创性/价值-该论文提供的证据表明，人与组织的价值观契合对所有代际群体都很重要，有关代际差异的流行观念不应过度概括。
Purpose - The purpose of this paper is to investigate differences between three generational groups currently in the workforce (Baby Boomers, Generation X, and Generation Y), in work values, job satisfaction, affective organisational commitment and intentions to leave. The study also seeks to examine generational differences in person-organisation values fit.Design/methodology/approach - A total of 504 Auckland employees representing a range of industries completed an online questionnaire. Generation X (57 per cent) was defined as those born between 1962-1979, Baby Boomers (23 per cent) were born 1946-1961 and Generation Y (17 per cent) were born 1980-2000. The remainder (3 per cent) were born 1925-1945.Findings - The youngest groups placed more importance on status and freedom work values than the oldest group. Baby Boomers reported better person-organisation values fit with extrinsic values and status values than Generation X and Generation Y but there were no other generational differences in fit. Where individual and organisational values showed poor fit there were reduced job satisfaction and organisational commitment, and increased intentions to turnover across all three generational groups.Research limitations/implications - The study was cross-sectional and based on self-report data, limiting the generalisability of findings.Practical implications - Values are important in guiding behaviour and enhancing work motivation. Organisational values must be able to meet the needs of different employees, and organisations; need to clarify their work values and expectations with staff.Originality/value - The paper presents evidence that person-organisation values fit is important for all generational groups and popular notions about generational differences should not be over-generalised.