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Generational differences in key values and ethics

Krawczyńska-Zaucha Tatiana

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2021

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z. 151

287--298

EN

Purpose: The purpose of this article is to explore the generational differences between five generations of adult Poles including the Silent Generation, Baby Boomers, X Generation, Millennials and adult representatives of iGen exploring their key values. The study also examines the different approaches taken by the generations towards ethics. Design/methodology/approach: 606 people from all over Poland took part in the survey. The participants included 4 people from the silent generation (0.7%), 85 from the Baby Boomers (14%), 197 from generation X (32.5%), 309 from the Millennials 309 (51%), and 11 from the iGen (1.8%). The Computer Assisted Web Interview (CAWI) method was applied which is used to reach a large number of respondents and obtain data for analyses in a short time. Findings: The study showed that the Silent Generation, Baby Boomers, X Generation, Millennials and even the iGen share the family as a common key value. This finding should be taken into account in any work or research on generational differences and their relation to work values. Research limitations/implications: The survey was conducted using sample and is therefore not representative of Polish society. This can be considered as an exploratory study. Practical implications: The results of the study should encourage researchers involved in work values to take into account the life values of the generations that influence and even constitute the foundation for work values. Social implications: The study demonstrates that values are present in the lives of individuals and societies. The key life values of a particular generation influence their work values, their motivation and their approach to cooperation. Understanding this should influence the actions of companies and HR departments. Originality/value: The article contains new research on the key values of the Silent Generation, Baby Boomers, generation X, Millennials and iGen.

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Wartości związane z pracą w różnych pokoleniach

Widerszal-Bazyl M., Wołodźko E.

Bezpieczeństwo Pracy : nauka i praktyka

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2015

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nr 10

20-24

PL

W artykule dokonano przeglądu badań analizujących różnice międzypokoleniowe w zakresie wartości związanych i pracą. Wzięto pod uwagę trzy pokolenia: wyżu demograficznego (boomers) oraz X i Y. Struktura przeglądu bazowała na następującej klasyfikacji: wartość pracy zawodowej w ogóle, wartości wzrostu, wewnętrzne, zewnętrzne, społeczne, pewności pracy. Z przeglądu wynika, ze największe różnice między pokoleniowe dotyczą wartości wzrostu (np. awans) - ich większe nasilenie widoczne jest w pokoleniu X i Y w porównaniu z boomers. Duże różnice dotyczą tez wartości pewności pracy (większe nasilenie w pokoleniu boomers) W odniesieniu do wielu wartości różnice są niewielkie wartości zewnętrzne (np. wynagrodzenie) mają dużą wagę we wszystkich pokoleniach, choć stosunkowo ważniejsze są dla młodszych pokoleń, odwrotnie zaś wartości wewnętrzne - ważniejsze są w starszym pokoleniu. Wskazano na implikacje praktyczne stwierdzanych różnic: powinny być brane pod uwagę w zarządzaniu zasobami ludzkimi oraz takim kształtowaniu warunków pracy, by były zgodne z preferencjami grup pokoleniowych.

EN

In this article, studies on generational differences in work values have been reviewed. Three generations were taken into account boomers, generation X and generation Y. The structure of the article based on the following values classification. centrality of work. growth values, extrinsic and intrinsic values, social values and security values. The review showed that the greatest generational differences refer to growth values (e. g. advancement) - they are higher among generations X and Y than Boomers. Great differences refer also to value of security (higher among Boomers). In case of many values there are similarities between generations. extrinsic values (e. g. money) are of great importance among all generations, although they are rated a bit higher by younger generations, in contrast to intrinsic values that are rated higher by the older generation. Practical implications of these differences were discussed. They should be taken into account by human resources management and during improving working conditions by adapting them to generational preferences in work values.

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Achievement and Social Relations Values as Conditions of the Importance of Work Aspects and Job Satisfaction

Zalewska A. M.

International Journal of Occupational Safety and Ergonomics

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1999

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Vol. 5, No. 3

395--416

EN

One hundred and sixty-nine bank employees were investigated with the Orientation to Work Values Inventory by Seifert and Bergmann (values; Seifert & Bergmann, 1983), and the Work Description Inventory by Neuberger and Allerbeck (importance and satisfaction with work aspects, overall job satisfaction; Neuberger & Allerbeck, 1978). The data show complex connections between values and the perceived importance of work aspects and job satisfaction. The results indicate that (a) the importance of achievement and social relations values influences the importance of aspects of work, (b) overall job satisfaction depends on social relations value and satisfaction with some aspects depends on this value or on interactions of both of the values, (c) predicting overall job satisfaction from satisfaction with aspects of work is modified by the interaction of the values. However, the hypothesis that overall job satisfaction can be predicted from satisfaction with most important aspects of work is not confirmed by the data.