Objective: In today’s multigenerational workforce, organizational leaders continuously seek methods to retain valued employees. Employees who perceive their work-related values are in alignment with their employer is central to intentions to quit. In this study, generational differences in definitions of meaningful work among the Gen X and Millennials cusp cohorts and between genders were investigated. Method: A quantitative nonexperimental survey approach was applied using self-reported measures of the Comprehensive Meaningful Work Scale (CMWS). Two hundred eleven US-based employees in various professional, semi-professional, and non-professional occupations provided their perceptions of meaningful work. An ANOVA was used as the method of analysis. Results: The results indicated no significant differences in definitions of meaningful work between individuals of Gen X and Millennials on the cusp of their generation. Furthermore, there were no significant differences in definitions of meaningful work between gender of Gen X and Millennial cusp cohorts. The results revealed similarities in definitions of meaningful work among Gen X and Millennial Cuspers and between genders. Conclusions: Employees of all generations pursue meaningful work. Recommendations include the use of qualitative methodological approaches, longitudinal studies, and multiple data points to explore intergenerational differences to analyze how generations effect change in the workplace.
| Published in | Journal of Human Resource Management (Volume 9, Issue 1) |
| DOI | 10.11648/j.jhrm.20210901.11 |
| Page(s) | 1-14 |
| Creative Commons |
This is an Open Access article, distributed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/), which permits unrestricted use, distribution and reproduction in any medium or format, provided the original work is properly cited. |
| Copyright |
Copyright © The Author(s), 2021. Published by Science Publishing Group |
Meaningful Work, Generational Differences, Generation X, Millennials, Cusp Cohorts, ANOVA
| [1] | Hoole, C., & Bonnema, J. (2015). Work engagement and meaningful work across generational cohorts. SA Journal of Human Resource Management, 13(1), 1-e11. doi: 10.4102/sajhrm.v13i1.681. |
| [2] | Dik, B. J., Eldridge, B. M., Steger, M. F., & Duffy, R. D. (2012). Development and the calling and vocation questionnaire (CVQ) and brief calling scale (BCS) [special issue]. Journal of Career Assessment, 20, 242-263. doi: 10.1177/1069072711434410. |
| [3] | Weeks, K. P., & Schaffert, C. (2017). Generational differences in definitions of meaningful work: A mixed methods study. Journal of Business Ethics, 156(4), 1045-1061. doi: 10.1007/s10551-017-3621-4. |
| [4] | Rosso, B. D., Dekas, K. H., & Wrzesniewski, A. (2010). On the meaning of work: A theoretical integration and review. Research in Organizational Behavior, 30, 91-127. doi: 10.1016/j.riob.2010.09.001. |
| [5] | Chalofsky, N., & Cavallaro, L. (2013). A good living versus a good life: Meaning, purpose, and HRD. Advances in Developing Human Resources, 15, 331–340. doi: 10.1177/1523422313498560. |
| [6] | Yeoman, R. (2014). Conceptualizing meaningful work as a fundamental human need. Journal of Business Ethics, 125 (2), 235-251. doi: 10.1007/s10551-013-1894-9. |
| [7] | Bowie, N. E. (1998). A Kantian theory of meaningful work. Journal of Business Ethics, 17, 1083-1092. doi: 10.1023/A:1006023500585. |
| [8] | Bencsik, A., Horváth-Csikós, G., & Juhász, T. (2016). Y and Z generations at workplaces. Journal of Competitiveness, 8, 90-106. doi: 10.7441/joc.2016.03.06. |
| [9] | Campbell, W. K., Campbell, S. M., Siedor, L. E., & Twenge, J. M. (2015). Generational differences are real and useful. Industrial and Organizational Psychology, 8, 324–331. doi: 10.1017/iop.2015.43. |
| [10] | Arsenault, P. M. (2004). Validating generational differences. Leadership & Organization Development Journal, 25, 124-141. doi: 10.1108/01437730410521813. |
| [11] | Becton, J. B., Walker, H. J., & Jones-Farmer, A. (2014). Generational differences in workplace behavior. Journal of Applied Social Psychology, 44, 175-189. doi:10.1111/jasp.12208. |
| [12] | Lyons, S. T., & Schweitzer, L. (2017). A qualitative exploration of generational identity: Making sense of young and old in the context of today’s workplace. Work, Aging and Retirement, 3(2), 209-224. doi: 10.1093/workar/waw024. |
| [13] | Lips-Wiersma, M., & Wright, S. (2012). Measuring the meaning of meaningful work: Development and validation of comprehensive meaningful work scale (CMWS). Group & Organization Management, 37, 655-685. doi: 10.1177/1059601112461578. |
| [14] | Schnell, T., Höge, T., & Pollet, E. (2013). Predicting meaning in work: Theory, data implications. The Journal of Positive Psychology, 8 (6), 543-554. doi: 10.1080/17439760.2013.830763. |
| [15] | Joshi, A., Dencker, J. C., & Franz, G. (2011). Generations in organizations. Research in Organizational Behavior, 30, 177-205. doi: 10.1016/j.riob.2011.10.002. |
| [16] | Nakai, Y. (2015). Why we study generations. Industrial and Organizational Psychology, 8(3), 331-334. doi: 10.1017/iop.2015.44. |
| [17] | Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and Psychological Measurement, 66(4), 701-716. doi: 10.1177/0013164405282471. |
| [18] | Michaelson, C., Pratt, M. G., Grant, A. M., & Dunn, C. P. (2014). Meaningful work: Connecting business ethics and organization studies. Journal of Business Ethics, 121(1), 77-90. doi:10.1007/s10551-013-1675-5. |
| [19] | Meeks, M. D., Williams, F., Knotts, L., & James, K. D. (2013). Deep vs. surface learning: An empirical test of generational differences. International Journal of Education and Research, 1(8), 1-15. Retrieved from http://ijern.com/journal/August-2013/01.pdf |
| [20] | Constanza, D. P., & Finkelstein, L. M. (2015). Generationally based differences in the workplace: Is there a there there? Industrial and Organizational Psychology, 8, 308–323. doi: 10.1017/iop.2015.15. |
| [21] | Cadiz, D. M., Truxillo, D. M., & Fraccaroli, F. (2015). What are the benefits of focusing on generation-based differences and at what cost? Industrial and Organizational Psychology, 8, 356-362. doi:10.1017/iop.2015.49. |
| [22] | Ng, E. S. W., & Gossett, C. W. (2013). Career choice in Canadian public service: An exploration of fit with the millennial generation. Public Personnel Management, 42(3), 337-358. doi: 10.1177/0091026013495767. |
| [23] | Bennett, J., Pitt, M., & Price, S. (2012). Understanding the impact of generational issues in the workplace. Facilities, 30, 278-288. doi:10.1108/02632771211220086. |
| [24] | Foster, K. (2013). Generation and discourse in working life stories. The British Journal of Sociology, 64(2), 195-215. doi: 10.1111/1468-4446.12014. |
| [25] | Lyons, S., & Kuron, L. (2013). Generational differences in the workplace: A review of evidence and directions for future research. Journal of Organizational Behavior, 35(1), 139-157. doi: 10.1002/job.1913. |
| [26] | Kelan, E. K. (2014). Organising generations - What can sociology offer to the understanding of generations at work? Sociology Compass 8(1), 20-30. doi: 10.1111/soc4.12117. |
| [27] | Heyns, M. M., & Kerr, M. D. (2018). Generational differences in workplace motivation. SA Journal of Human Resource Management, 16(2), e1-e10. Doi :10.4102/sajhrm.v16i0.967. |
| [28] | Egri, C. P., & Ralston, D. A. (2004). Generation cohorts and personal values: A comparison of China and the United States. Organization Science, 15(2), 210-220. doi: 10.1287/orsc.1030.0048. |
| [29] | Jones, J. S., Murray, S. R., & Tapp, S. R. (2018). Generational differences in the workplace. Journal .of Business Diversity, 18, 88-97. doi: 10.33423/jbd.v18i2.52 |
| [30] | Zabel, K. L., Biermeier-Hanson, B. B. J., Baltes, B. B., Early, B. J., & Shepard, A. (2017). Generational differences in work ethic: Fact or fiction? Journal of Business and Psychology, 32, 301-315. doi: 10.1007/s10869-016-9466-5. |
| [31] | Culiberg, B., and Mihelicˇ, K. (2016). Three ethical frames of reference: insights into Millennials’ ethical judgements and intentions in the workplace. Business Ethics, 25, 94-111. doi: 10.111/beer.12106. |
| [32] | Burnett, J. (2010). Generations: The time machine in theory and practice. Abingdon, OX: Ashgate. |
| [33] | Pilcher, J. (1994). Mannheim's sociology of generations: An undervalued legacy. The British Journal of Sociology, 45(3), 481-495. doi: 10.2307/591659 Mannheim's sociology of generations: An undervalued legacy. The British Journal of Sociology, 45(3), 481-495. doi: 10.2307/591659. |
| [34] | Eyerman, R., & Turner, B. (1998). Outline of a theory of generations. European Journal of Social Theory, 1 (1), 91-106. doi: 10.1177/136843198001001007. |
| [35] | Parry, E., & Urwin, P. (2011), Generational difference in work values: A review of theory and evidence. International Journal of Management Reviews, 13 (1), 79-96. doi: 10.1111/j.1468-2370.2010.00285.x. |
| [36] | Ryder, N. B. (1965). The cohort as a concept in the study of social change. American Sociological Review 30 (6), 843-861. doi: 10.2307/2090964. |
| [37] | Gilleard, C. (2004). Cohorts and generations in the study of social change. Social Theory and Health, 2, 106-119. doi: 10.1057/palgrave.sth.8700023. |
| [38] | Benson, J., & Brown, M. (2011). Generations at work: Are there differences and do they matter? The International Journal of Human Resource Management, 22, 1843-1865. doi:10.1080/09585192.2011.573966. |
| [39] | Beaven, M. (2014) Generational differences in the workplace: Thinking outside the boxes Contemporary Journal of Anthropology and Sociology. 4, 68-80. Retrieved from http://encompass.eku.edu/igra/201/2014/14. |
| [40] | Ming, S., Liu, J. J., & Leng, Y. (2019). The relationship between senior executives’ age and agency costs: A study based on inter-generational perspective. Advances in Management and Applied Economics, 9 (5), 1-23. Retrieved from https://www.scienpress.com/journal_focus.asp?Main_Id=55 |
| [41] | Bourdieu, P. (1997). Outline of a theory of practice. Cambridge, NY: Cambridge University Press. |
| [42] | Strauss, W., & Howe, N. (1991). Generations: The history of America’s future, 1584 to 2069. New York: Harper Perennial. |
| [43] | Li, X., Li, X., & Hudson, S. (2013). The application of generational theory to tourism consumer behavior: An American perspective. Tourism Management, 37, 147-164 doi: 10.1016/j.tourman.2013.01.015. |
| [44] | Brink, K. E., & Zondag, M. M. (2019). Examining job attribute preferences across three generational cohorts. Journal of Career Development, 0894845319837384. doi: 10.1177/0894845319837384. |
| [45] | Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50, 370-396. Retrieved from downloads.joomlacode.org/trackeritem/5/8/7/58799/AbrahamH.Maslow-ATheoryOf Human Motivation.pdf |
| [46] | Steger, M. F., Dik, B. J., & Duffy, R. D. (2012). Measuring meaningful work: The work and meaning inventory (WAMI). Journal of Career Assessment, 20(3), 322-337. doi: 10.1177/1069072711436160. |
| [47] | Hackman, J. R., & Oldham, G. R. (1980). Work redesign. Reading, MA: Addison-Wesley. |
| [48] | Kekes, J. (1986). The informed will and the meaning of life. Philosophy and Phenomenological Research, 47(1), 75-90. doi: 10.2307/2107725. |
| [49] | May, D. R., Gilson, R. L., & Harter, L. M. (2004). The psychological conditions of meaningfulness, safety and availability and the engagement of human spirit at work. Journal of Occupational and Organizational Psychology, 77(1), 11-37. doi: 10.1348/096317904322915892. |
| [50] | Michaelson, C. (2011). Whose responsibility is meaningful work? Journal of Management Development, 30(6), 548–557. doi: 10.1108/02621711111135152. |
| [51] | Menci, J., & Lester, S. W. (2014). More alike than different: What generations value and how the values affect employee workplace perceptions. Journal of Leadership & Organizational Studies, 21(3), 257-272. doi: 10.1177/1548051814529825. |
| [52] | Smola, K. W., & Sutton, C. D. (2002). Generational differences: Revisiting generational work values for the new millennium. Journal of Organizational Behavior, 23(4), 363-382. doi: 10.1002/job.147. |
| [53] | Gursoy, D., Chi, C. G., & Karadag, E. (2013). Generational differences in work values and attitudes among frontline and service contact employees. International Journal of Hospitality Management, 32, 40-48. doi: 10.1016/j.ijhm.2012.04.002. |
| [54] | Lyons, S., Urick, M., Kuron, L., & Schweitzer, L. (2015). Generational differences in the workplace: There is complexity beyond the stereotypes. Industrial and Organizational Psychology, 8(3), 346-356. doi:10.1017/iop.2015.48. |
| [55] | Patten, M. L. & Newhart (2017). Understanding research methods: An overview of the essentials. United States: Routledge. |
| [56] | Subedi, B. P. (2016). Using Likert type data in social science research: Confusion, issues and challenges. International Journal of Contemporary Applied Sciences, 3(2), 36-49. Retrieved from https://www.ijcar.net/assets/pdf/Vol3-No2-February2016/02.pdf |
| [57] | Craig, B. M., Hays, R. D., Pickard, S. A., Cella, D., Revicki, D. A., & Reeve, B. B. (2013). Comparison of U.S. panel vendors for online surveys. Journal of Medical Internet Research, 15, e260. doi:10.2196/jmir.2903. |
| [58] | Field, A. (2013). Discovering statistics using IBM SPSS. Thousand Oaks, CA: Sage. |
| [59] | Both-Nwabuwe, J., Dijkstra, M. T. M., & Beersma, B. (2017). Sweeping the floor or putting a man on the moon: How to define and measure meaningful work. Frontiers in Psychology, 8, 1658. doi:10.339/fpsyg.2017.01658. |
| [60] | Twenge, J. M., Campbell, S. M., Hoffman, B. J., & Lance, C. E. (2010). Generational differences in work values: Leisure and extrinsic values increasing, social and intrinsic values decreasing. Journal of Management, 36, 1117-1142. doi: 10.1177/0149206309352246. |
| [61] | Tolbize, A. (2008). Generational differences in the workplace. Research and Training Center of Community Living, 19, 1-13. |
| [62] | Mannheim, K. (1952). The sociological problems of generations. In P. Kecskemeti (Ed.), Essays on the sociology of knowledge (pp. 163-195). New York: Oxford University Press. |
| [63] | Edmunds, J., & Turner, B. S. (2005). Global generations: Social change in the twentieth century. The British Journal of Sociology, 5 (4), 559-577. doi: 10.1111/j.1468-4446.2005.00083.x. |
| [64] | Darby, V., & Morrell, D. L. (2019). Generations at work: A review of generational traits and motivational practices impacting millennial employees. Drake Management Review, 8 (1), 1-13. Retrieved from http://faculty.cbpa.drake.edu/dmr/0812/DMR081201R.pdf |
| [65] | Cardador, M. T., Dane, E., & Pratt, M. G. (2011). Linking calling orientations to organizational attachment via organizational instrumentality. Journal of Vocational Behavior, 79, 367-378. doi: 10.1016/j.jvb.2011.03.009. |
| [66] | Hertzberg, F., Mausner, B., & Snyderman, B. B. (2007). The motivation to work. Piscataway, NJ: Transaction. |
| [67] | Laerd Statistics (2017). Statistical tutorials and software guides. Retrieved from https://statistics.laerd.com/ |
| [68] | Aguinis, H., Gottfredson, R. K., & Joo, H. (2013). Best-practice recommendations for defining identifying, and handling outliers. Organizational Research Methods, 16, 270-301. doi: 10.1177/1094d8112470848. |
| [69] | Lusk, E. J., Halperin, M., & Heilig, F. (2011). A note on power differentials in data preparation between trimming and winsorizing. Business Management Dynamics, 1 (2), 23-31. Retrieved from http://bmdynamics.com/issue_pdf/23_31.pdf |
| [70] | Kim, K. (2016). Understanding one-way ANOVA using conceptual figures. Korean Journal of Anesthesiology, 70 (1), 22. doi:10.4097/kjae.2017.70.1.22. |
| [71] | Lester, S. W., Standifer, R. L., Schultz, N. J., & Windsor, J. M. (2012) Actual versus perceived generational differences at work: An empirical examination. Journal of Leadership & Organizational Studies, 19, 341-354. doi: 10.1177/1548051812442747. |
| [72] | Wang, Y., & Peng, Y. (2015). An alternative approach to understanding generational differences. Industrial and Organizational Psychology, 8 (3), 390-395. doi: 10.1017/iop.2015.56. |
| [73] | Chaney, D., Touzani, M., & Slimane, K. B. (2017) Marketing to the (new) generations: Summary and perspectives. Journal of Strategic Marketing, 25, 179-189. doi: 10.1080/0965254X.2017.1291173. |
| [74] | Hillman, D. R. (2014). Understanding multigenerational work-value conflict resolution. Journal of Workplace Behavioral Health, 29, 240-257. doi: 10.1080/15555240.2014.933961. |
| [75] | Cogin, J. (2012). Are generational differences in work values fact or fiction? Multi-country evidence and implications. The International Journal of Human Resource Management, 23, 2268-2294. doi: 10.1080/09585192.2011.610967. |
| [76] | Ryan, R. M., & Deci, E. L. (2000a). Intrinsic and extrinsic motivations: Classic definitions and new directions. Contemporary Educational Psychology, 25 (1), 54-67. doi: 10.1006/ceps.1999.1020. |
| [77] | Ryan, R. M., & Deci, E. L. (2000b). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist, 55 (1), 68-78. doi: 10.1037/0003-066X.55.1.68. |
| [78] | Lips-Wiersma, M., & Morris, L. (2009). Discriminating between 'meaningful work' and the 'management of meaning.' Journal of Business Ethics, 88, 491-511. doi: 10.1007/s10551-009-0118-9. |
| [79] | Bureau of Labor Statistics, U.S. Department of Labor (2018). Labor force statistics from the current population survey. Retrieved from https://www.bls.gov/cps/cpsaat07.htm |
| [80] | Cochran, W. G. (1947) Some consequences when the assumptions for analysis of variance are not satisfied. International Biometric Society, 3 (1), 22-38. doi: 0.2307/3001535. |
| [81] | Glass, G. V., Peckham, P. D., & Sanders, J. R. (1972). Consequences of failure to meet assumptions underlying the fixed effects analyses of variance and covariance. Review of Educational Research, 42 (3), 237-288. doi: 10.3102/00346543042003237. |
| [82] | Maxwell, S. E., & Delaney, H. D. (2004). Designing experiments and analyzing data: A model comparison perspective (2nd ed.). NY: Psychology Press. |
| [83] | Cohen, J. (1962). The statistical power of abnormal-social psychological research: A review. The Journal of Abnormal and Social Psychology, 65, 145-153. doi: 10.1037/h0045186. |
| [84] | Micceri, T. (1989). The unicorn, the normal curve, and other improbable creatures. Psychological Bulletin, 105 (1), 156-166. doi: 10.1037/0033-2909.105.1.156. |
APA Style
Beverly Van Hyatt. (2021). Definitions of Meaningful Work for Generation X and Millennial Cuspers. Journal of Human Resource Management, 9(1), 1-14. https://doi.org/10.11648/j.jhrm.20210901.11
ACS Style
Beverly Van Hyatt. Definitions of Meaningful Work for Generation X and Millennial Cuspers. J. Hum. Resour. Manag. 2021, 9(1), 1-14. doi: 10.11648/j.jhrm.20210901.11
AMA Style
Beverly Van Hyatt. Definitions of Meaningful Work for Generation X and Millennial Cuspers. J Hum Resour Manag. 2021;9(1):1-14. doi: 10.11648/j.jhrm.20210901.11
Share This Article
Twitter
Linked In
Facebook
Copy
Download@article{10.11648/j.jhrm.20210901.11,
author = {Beverly Van Hyatt},
title = {Definitions of Meaningful Work for Generation X and Millennial Cuspers},
journal = {Journal of Human Resource Management},
volume = {9},
number = {1},
pages = {1-14},
doi = {10.11648/j.jhrm.20210901.11},
url = {https://doi.org/10.11648/j.jhrm.20210901.11},
eprint = {https://article.sciencepublishinggroup.com/pdf/10.11648.j.jhrm.20210901.11},
abstract = {Objective: In today’s multigenerational workforce, organizational leaders continuously seek methods to retain valued employees. Employees who perceive their work-related values are in alignment with their employer is central to intentions to quit. In this study, generational differences in definitions of meaningful work among the Gen X and Millennials cusp cohorts and between genders were investigated. Method: A quantitative nonexperimental survey approach was applied using self-reported measures of the Comprehensive Meaningful Work Scale (CMWS). Two hundred eleven US-based employees in various professional, semi-professional, and non-professional occupations provided their perceptions of meaningful work. An ANOVA was used as the method of analysis. Results: The results indicated no significant differences in definitions of meaningful work between individuals of Gen X and Millennials on the cusp of their generation. Furthermore, there were no significant differences in definitions of meaningful work between gender of Gen X and Millennial cusp cohorts. The results revealed similarities in definitions of meaningful work among Gen X and Millennial Cuspers and between genders. Conclusions: Employees of all generations pursue meaningful work. Recommendations include the use of qualitative methodological approaches, longitudinal studies, and multiple data points to explore intergenerational differences to analyze how generations effect change in the workplace.},
year = {2021}
}
TY - JOUR T1 - Definitions of Meaningful Work for Generation X and Millennial Cuspers AU - Beverly Van Hyatt Y1 - 2021/01/12 PY - 2021 N1 - https://doi.org/10.11648/j.jhrm.20210901.11 DO - 10.11648/j.jhrm.20210901.11 T2 - Journal of Human Resource Management JF - Journal of Human Resource Management JO - Journal of Human Resource Management SP - 1 EP - 14 PB - Science Publishing Group SN - 2331-0715 UR - https://doi.org/10.11648/j.jhrm.20210901.11 AB - Objective: In today’s multigenerational workforce, organizational leaders continuously seek methods to retain valued employees. Employees who perceive their work-related values are in alignment with their employer is central to intentions to quit. In this study, generational differences in definitions of meaningful work among the Gen X and Millennials cusp cohorts and between genders were investigated. Method: A quantitative nonexperimental survey approach was applied using self-reported measures of the Comprehensive Meaningful Work Scale (CMWS). Two hundred eleven US-based employees in various professional, semi-professional, and non-professional occupations provided their perceptions of meaningful work. An ANOVA was used as the method of analysis. Results: The results indicated no significant differences in definitions of meaningful work between individuals of Gen X and Millennials on the cusp of their generation. Furthermore, there were no significant differences in definitions of meaningful work between gender of Gen X and Millennial cusp cohorts. The results revealed similarities in definitions of meaningful work among Gen X and Millennial Cuspers and between genders. Conclusions: Employees of all generations pursue meaningful work. Recommendations include the use of qualitative methodological approaches, longitudinal studies, and multiple data points to explore intergenerational differences to analyze how generations effect change in the workplace. VL - 9 IS - 1 ER -
Information
Email: