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The purpose of this paper is to provide an insight into differences in work values and Person–Organisation (P–O) fit of Baby Boomers, Gen X and Gen Y in India and to understand the relationship between (P–O) fit values and turnover intention of Generation Y employees.

The work values were measured using an adapted version of Lyons Work Values scale. The generational differences in work values and P–O fit were studied using multivariate analysis of variance and relationship between P–O fit values and turnover intention of Gen Y employees was studied using polynomial regression and response surface methodology.

Significant differences in work values were observed between Generation Y and older generations. Generation Y also reported significantly higher discrepancy in P–O fit values than Generation X and Baby Boomers. This had an effect on their turnover intention.

A cross-sectional design was used to study the generational differences in work values where the generation effects may have been confounded with age effects.

The differences in work values and P–O fit values of Generation Y and older generations provide input into designing organisation systems and structures more suitable for younger generations to manage the high turnover among Generation Y in India.

This is one of the first studies on generational differences in work values and P–O fit in the Indian context. It is also one of the first to investigate relationship between P–O fit and turnover intention of Generation Y in India.

The transgender community faces prejudice and stigma and is one of the most ostracised groups in society. One of the ways to reduce prejudice is through intergroup contact. This may be achieved through direct or indirect contact. The purpose of this paper is to compare the impact of direct and indirect contact on reducing transphobia.

Direct contact was achieved through a transgender speaker panel and indirect contact involved a video presentation. In total, 159 students enroled in undergraduate courses at a prominent university in India were enlisted for this study. Perceptions regarding transgenders were measured using the genderism and transphobia scale. Perceptions were measured at three different time points – before the contact, immediately after the contact and one month post contact.

Results indicate that both direct and indirect contact cause a significant immediate decrease in transphobia at the post intervention stage. However, only direct contact caused significant reduction at the follow-up stage (one month after the intervention). Direct contact also effected a greater reduction in transphobia than indirect contact.

This study extends previous research that shows that speaker panels involving sexual minority speakers can result in reducing stigma (e.g. Croteau and Kusek, 1992). The present study shows that such speaker panels can also be useful for reducing stigma against transgender individuals. Another important outcome of this study is the relative effectiveness of direct contact in reducing transphobia compared to indirect contact. Direct contact resulted in greater reduction in transphobia both at the post-test and follow-up stages compared to indirect contact.

The results of this study may benefit HR practitioners and policy makers in designing workplace initiatives and policies in creating an inclusive workplace. This study shows that meaningful interaction with transgenders would be a key step in reducing stigmatisation. Since direct contact is rarely expensive or time consuming, it can be a valuable tool to improve the integration of transgender individuals within society. Therefore, students and employees may be encouraged to interact with transgender individuals through panel discussions and workshops. Indirect contact may be used as a preliminary intervention in certain cases where direct contact may be difficult to organise.

The stigma faced by transgender individuals has a significant negative impact on their quality of life (Grant et al., 2014; Reisner and Juntunen, 2015). It is, therefore, necessary to recognise and reduce prejudice against transgenders at both the college and school levels as well as in work organisations. Educators and managers have a significant role to play in this societal change. This study shows that stigma reduction can be achieved in a fairly simple way through contact theory.

This study is one of the first to investigate Indian students’ perceptions of transgenders. It improves on earlier studies using similar interventions in two main ways. First, this study includes a follow-up assessment, which was not performed in most studies. Second, random assignment of participants to one of two conditions improves the reliability of the findings.

The purpose of this paper is to examine the generational differences in the relationship between Person–Organization (P-O) fit of prosocial identity and affective commitment.

A moderated polynomial regression was used to examine the generational differences in the relationship between P-O fit of prosocial identity and affective commitment.

Organizational prosocial identity was found to be strongly correlated to affective commitment of employees. Generational differences existed among the employees in affective commitment and perception of organizational prosocial identity with Gen Y employees showing lower affective commitment and lower perception of organizational prosocial identity than older employees. P-O fit of prosocial identity had a significant relationship with affective commitment only for Gen Y employees. Gen Y employees had highest affective commitment when both individual and organizational prosocial identity were high vs when both were low.

This study extends the research on P-O fit by examining the fit of a new dimension – prosocial identity. Further, by examining differences in this relationship for members of each generation, this paper also extends the research on generational theory.

The results of this study provide important input to managers who seek to increase the affective commitment of the “job hopping” Gen Y employees. The P-O fit of prosocial identity may present an important way of improving affective commitment for this generation of employees.

This study is one of the first to examine P-O fit of prosocial identity in India. It is also one of the first to examine this relationship in the context of a multigenerational workforce.