Attitudinal differences between generation-x and older employees

Abstract

Using qualitative and quantitative methods the current paper investigated the differences in levels of trust, commitment, procedural justice and turnover intention between Generation-X employees (Gen-Xers) and older age group employees. 234 participants were included in the study, 83 Gen-X subjects and 151 older, non Gen-X subjects. No difference between the Gen-X and the older group was found for levels of affective commitment or trust. As predicted, Gen-X employees displayed lower continuance commitment, exhibited stronger turnover intentions, and had lower scores for perceptions of procedural justice. Relationships between the variables were similar across the Gen-X and older age group. The implications of these findings for the effective management of Gen-X employees are discussed