Abstract :
This paper presents a critical review of the theoretical basis and empirical evidence for
the popular practitioner idea that there are generational differences in work values.
The concept of generations has a strong basis in sociological theory, but the academic
empirical evidence for generational differences in work values is, at best, mixed. Many
studies are unable to find the predicted differences in work values, and those that do
often fail to distinguish between ‘generation’ and ‘age’ as possible drivers of such
observed differences. In addition, the empirical literature is fraught with methodological
limitations through the use of cross-sectional research designs in most studies,
confusion about the definition of a generation as opposed to a cohort, and a lack of
consideration for differences in national context, gender and ethnicity. Given the multitude
of problems inherent in the evidence on generational differences in work values,
it is not clear what value the notion of generations has for practitioners, and this may
suggest that the concept be ignored. Ultimately, it may not matter to practitioners
whether differences in the values of different birth cohorts reflect true generational
effects, provided one can reliably demonstrate that these differences do exist. However,
at present this is not the case, and therefore significant research is required first to
disentangle cohort and generational effects from those caused by age or period. The
suggestion that different groups of employees have different values and preferences,
based on both age and other factors such as gender, remains a useful idea formanagers;
but a convincing case for consideration of generation as an additional distinguishing
factor has yet to be made.
