This chapter aims to provide nuance into the issue of generational cohort differences at work by focusing on the role of contextual moderator variables. Theory and hypotheses derived from the research on generational differences, psychological contracts, and work values are contrasted to a countervailing set of hypotheses derived from theory and research on the confluence of age and Person-Environment (P-E) fit. Complex patterns of interactive effects are posited for both alternatives. The results favored a generational hypothesis regarding the positively valenced construct of job satisfaction but an age-based hypothesis for the negatively valenced construct of turnover intentions. Results are tested using a subset from a large and nationally representative sample of adults from the US workforce (n = 476). Results offer mixed support for both age and generational cohorts, qualified by the specific type of outcome at hand.
Marcus, J. and Leiter, M.P. (2017), "Generational Differences: Effects of Job and Organizational Context", Age Diversity in the Workplace (Advanced Series in Management, Vol. 17), Emerald Publishing Limited, Bingley, pp. 65-94. https://doi.org/10.1108/S1877-636120170000017005
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