This paper investigates generational differences in the relations between psychological contract fulfillment and work attitudes. Data were collected from a sample of 909 employees in the Dutch service sector. Structural equation modeling analyses were used to test the moderating effects of generational differences on the influence of psychological contract fulfillment on affective commitment and turnover intention. The relationship between psychological contract fulfillment and these work outcomes was moderated by generational differences. Furthermore, results indicate that different generations respond differently to different aspects of psychological contract fulfillment, such as career development, job content, organizational policies, social atmosphere and rewards. The study provides evidence that generational differences impact the reciprocal relationship between employer and employee. Results from this study suggest that Baby Boomers and Generation X may be more motivated by social atmosphere, whereas Generation Y may be more motivated by job content and career development. Fair organizational policies are particularly motivating to Generation X, and providing rewards, though more important to Generation Y, seem mostly unrelated to work outcomes. This article is the first to study the moderation of generational differences in the relationships between psychological contract fulfillment and work outcomes.
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Despite the increased attention paid to generational differences especially from practitioners and the popular press, systematic and empirical intergenerational research has been scarce, is largely North American centric, and lacks consistent results. The present study aimed to fill this gap by examining whether differences exist among generations in their key work and organizational attitudes, personal values, and work ethic values in the United States and Turkey. Survey data were gathered from 1019 employees (427 from the U.S. and 592 from Turkey). We found little evidence supporting substantive and significant generational differences or their association with key outcome variables. Furthermore, the U.S. originated classification of generations cannot be generalized to the Turkish business context.
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High actual turnover rates in Dutch travel industry in combination with demographic changes in the workforce, may have consequences for economic sustainability for Dutch travel companies. A previous study has shown significant differences in the psychological contract of generations in the workplace in travel industry. This study was aimed at providing insights for creating generation-sensitive HR management. The research design included a qualitative in-depth study exploring meanings, beliefs and experiences of HR managers with three generations in the workplace. These HR managers experience differences in attitudes, values and expectations of generations and find the lower commitment and higher turnover intention of Generation Y especially problematic. Managing three generations essentially entails a differentiated style of management, taking into account generational differences.
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This article comments on the article on the myth of generational differences in the workplace by Stassen, Anseel and Levecque published in this journal. We reflect on a number of topics: Is the concept of generations a myth or a hype (no); the contribution of Stassen et al.‘s article to the body of knowledge on generations (limited); a discussion of research methods and conceptualization (we suggest other methods and other questions to ask); and the added value of research on generations in the workplace to managers and HR professionals. In this commentary, we do not just comment on the article by Stassen et al., but propose a number of alternative approaches of the problem. Finally, we argue that generational research, albeit with limitations, is relevant for managers and HR professionals, if only for adding a socio-cultural frame of reference to the discussion in organizations on how diversity in organizations can be better understood and used.
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Background Ethnic differences in colon cancer (CC) care were shown in the United States, but results are not directly applicable to European countries due to fundamental healthcare system differences. This is the first study addressing ethnic differences in treatment and survival for CC in the Netherlands. Methods Data of 101,882 patients diagnosed with CC in 1996–2011 were selected from the Netherlands Cancer Registry and linked to databases from Statistics Netherlands. Ethnic differences in lymph node (LN) evaluation, anastomotic leakage and adjuvant chemotherapy were analysed using stepwise logistic regression models. Stepwise Cox regression was used to examine the influence of ethnic differences in adjuvant chemotherapy on 5-year all-cause and colorectal cancer-specific survival. Results Adequate LN evaluation was significantly more likely for patients from ‘other Western’ countries than for the Dutch (OR 1.09; 95% CI 1.01–1.16). ‘Other Western’ patients had a significantly higher risk of anastomotic leakage after resection (OR 1.24; 95% CI 1.05–1.47). Patients of Moroccan origin were significantly less likely to receive adjuvant chemotherapy (OR 0.27; 95% CI 0.13–0.59). Ethnic differences were not fully explained by differences in socioeconomic and hospital-related characteristics. The higher 5-year all-cause mortality of Moroccan patients (HR 1.64; 95% CI 1.03–2.61) was statistically explained by differences in adjuvant chemotherapy receipt. Conclusion These results suggest the presence of ethnic inequalities in CC care in the Netherlands. We recommend further analysis of the role of comorbidity, communication in patient-provider interaction and patients’ health literacy when looking at ethnic differences in treatment for CC.
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Female entrepreneurship is still a limited phenomenon in European countries and its promotion ranks high on the EU policy agenda. Various frameworks have been offered to explain the main structural differences in entrepreneurship between men and women, emphasizing a variety of underlying factors. With a novel approach, this paper argues that due to a process of generation renewal the numerical difference between male and female entrepreneurship will diminish. Generation replacement is seen by sociologists and other social scientists as the motor behind cultural renewal. Our core interest in this paper in developing such a dynamic interpretation within the European context is the role of different generations (Silent Generation, Babyboomers, Generation X, Millennials). Younger cohorts of females are hypothesized to be more pro entrepreneurship and pro self-employment both in terms of attitudes, intentions, and behaviors, compared to older cohorts. They are furthermore assumed to converge with their male generation members in this regard. This paper empirically tests these two hypotheses by analyzing multi cross-sectional European data from the Eurobarometer over a span of thirty-five years (1980-2015). Results show that this generational approach sheds new light on explaining trends in female entrepreneurship. We find evidence of an increased growth in female entrepreneurship that can be attributed to generation replacement. This rise in total female entrepreneurship is characterized by diversity among European countries in the study. Positive attitudes toward entrepreneurship are essential to considering future self-employment. Education is a key factor. Female entrepreneurship, it is predicted, will become more prominent in Europe.
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Generation Z (Gen Z) will account for a growing proportion of the global workforce in the coming years. Therefore, it is vitally important to understand this generation’s unique perspectives and preferences regarding work. This exploratory study examines the prioritisation and desirability of Gen Z work values according to respondents’ nationality. Data for this study was collected through a survey among 1188 undergraduate students enrolled in one university each in China, Germany, the Netherlands and Thailand. ANOVA test and Tukey post-hoc analysis were used to find out the difference between the groups based on nationality. Findings indicate nationality serves as a key differentiator in work value preferences. The findings challenge the concept of a global Generation Z as only two of the measured values, learning and visible results, were found to have universal appeal across the nationality groups. Despite increased levels of global interconnectedness and accompanying crossvergence of values, the results show significant statistical differences in work values based on the respondents’ nationality. Due to the scope and explorative design of the present study, it cannot be certain that the findings are exclusively from Gen Z characteristics or influenced by other, non-cultural, variables. This study suggests there is a need for study programmes at a tertiary level to embed experiential learning components and individual study pathways in their curricula to enable students to develop realistic expectations about the workplace and their place in it. In turn, these programmes will be able to develop a competitive advantage in HE landscape. The insights gained can be leveraged by internationally oriented study programmes, such as International Business (IB), to better address Gen Z needs and expectations.
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