Generational preferences for work environment fit: effects on employee outcomes

By James W. Westerman, Jeanne H. Yamamura. 2007

342 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/3be3da8f362a2296b176364c525ff88679ab1779

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In Organizational Behavior and Human Resource Management

Citations in the corpus

One job, one deal…or not: do generations respond differently to psychological contract fulfillment? (2016, neutral): “First, this study responds to a call for more empirical evidence on generational differences in the workplace (Westerman and Yamamura 2007; Parry and Urwin 2011) and on generational differences in the link between psychological contracts and work attitudes in particular (Lyons and Kuron, 2013).”
Career stage and generational differences in psychological contracts (2009, background): “)Examining generational differences is said to be a “critical and underdeveloped area for management research” ( Westerman and Yamamura, 2007”
Generational Differences in Work-Related Attitudes: A Meta-analysis (2012, neutral): “For example, a study by Westerman and Yamamura (2007) looked at differences in job satisfaction between Baby Boomers and their younger counterparts of Generations X and Y, hypothesizing that Baby Boomers would have lower satisfaction than Generations X and Y.”
The Millennial Generation (2017, result): “We can, however, observe on the basis of our data and earlier research that job satisfaction does matter to wage earners of all ages (see also Kowske et al., 2010; Westerman & Yamamura, 2007).”
Using the kaleidoscope career model to examine generational differences in work attitudes (2009, background): “It has been suggested that Xers want more meaningful work that permits them to express their values (Westerman and Yamamura, 2007) whereas Boomers are more interested in extrinsic rewards (e.”