Millennials in the Workplace: A Communication Perspective on Millennials’ Organizational Relationships and Performance

By K. Myers, Kamyab Sadaghiani. Journal of business and psychology, 2010

857 citations recorded by the source corpus.

Stereotypes about Millennials, born between 1979 and 1994, depict them as self-centered, unmotivated, disrespectful, and disloyal, contributing to widespread concern about how communication with Millennials will affect organizations and how they will develop relationships with other organizational members. We review these purported characteristics, as well as Millennials’ more positive qualities—they work well in teams, are motivated to have an impact on their organizations, favor open and frequent communication with their supervisors, and are at ease with communication technologies. We discuss Millennials’ communicated values and expectations and their potential effect on coworkers, as well as how workplace interaction may change Millennials.

Subfields: Communication, Social Psychology, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/0346bd2707ddc906ba5d6c3134c64205df198a62

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Citations in the corpus

Paychecks, Paydays, and the Online Platform Economy: Big Data on Income Volatility (2016, neutral): “The flexibility offered by the platform economy also suits the youngest cohort of workers, who prioritize autonomy and work-life balance more than previous generations (Myers and Sadaghiani, 2010; Fromm, 2015).”
Virtual Teams Research (2015, background): “It has been noted that the millennial generation per-ceives CMC as a way to decrease boundaries and increase collaboration (Myers & Sadaghiani, 2010).”
Placing Job Characteristics in Context: Cross-Temporal Meta-Analysis of Changes in Job Characteristics Since 1975 (2018, background): “Indeed, similar time-based changes in omnibus context such as “globalization, communication and information technology, [and] economics” (Myers & Sadaghiani, 2010: 235) are commonly invoked to predict both changes in discrete context (e.g., Fried et al., 2007; George & Jones, 2000; Mitchell, 1997)…”
The New Era Workplace Relationships: Is Social Exchange Theory Still Relevant? (2018, background): “Millennials present a challenge to LMX, as they are likely to have different perspectives on supervisor– employee relationships (Myers & Sadaghiani, 2010).”
Millennials at Work: What We Know and What We Need to Do (If Anything) (2010, background): “Beyond the use of language, older people (mostly Boomers) complain that younger people (mostly Millennials) are difficult to interact with, entitled, and overly service-focused (Hira 2007; Myers and Sadaghiani 2010).”
Millennials in the Workplace: A Conceptual Analysis of Millennials' Leadership and Followership Styles (2012, background): “Myers and Sadaghiani (2010) discussed Millennials workplace expectations, communication styles, and relationships with team and organizational members.”
Employee communication, job engagement, and organizational commitment: A study of members of the Millennial Generation (2017, background): “Members of this generation often desire frequent feedback from peers and mentors (Hartman & McCambridge, 2011; Myers & Sadaghiani, 2010).”
The effects of leadership satisfaction on employee engagement, loyalty, and retention in the hospitality industry (2019, background): “Millennials have been characterized (often inaccurately) as lacking loyalty due to their varied career paths and openness to switching jobs (e.g., Martson, 2016; Myers & Sadaghiani, 2010).”
Discovering the Millennials’ Personal Values Orientation: A Comparison to Two Managerial Populations (2015, positive): “Despite the Millennials’ ability to have greater connectivity with others through social media and other communication devices (Ethics Resource Center 2013; Myers and Sadaghiani 2010), it is likely that the lack of direct interpersonal connection (Philips 2014) is manifested in their lack of a value”
The Millennial Generation (2017, background): “For instance, it has been suggested that young people do not value traditional wage employment to the same extent as their parents (Cogin, 2012; Myers & Sadaghiani, 2010).”