Generational differences in work values, outcomes and person‐organisation values fit

By Lucy Cennamo, Dianne Gardner. 2008

932 citations recorded by the source corpus.

Subfields: Life-span and Life-course Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/3df18326a6f13194fd1cea9fa2f4b7a4c67ae488

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Life-span and Life-course Studies

1. S. Hauw
2. Ans De Vos
3. A. Lu
4. P. M. Bal
5. Jo-Ida C. Hansen
6. R. Blomme
7. René Schalk
8. Melanie E. Leuty

In Organizational Behavior and Human Resource Management

1. P. M. Bal
2. S. Hauw
3. X. Lub
4. R. Blomme
5. Michael J. Tews
6. John W. Michel
7. Ans De Vos
8. René Schalk

Citations in the corpus

• Generational Differences in Work-Related Attitudes: A Meta-analysis (2012, neutral): “Likewise, Cennamo and Gardner (2008) did not find significant differences in job satisfaction among Baby Boomers, Generation X, and Generation Y.”
• Predicting employee engagement in an age‐diverse retail workforce (2011, neutral): “…there is a burgeoning interest in generational differences in work-related attitudes and values including organizational commitment and engagement (Cennamo & Gardner, 2008; D’Amato & Herzfeldt, 2008; Twenge & Campbell, 2008), too few studies include workers who are beyond conventional retirement…”
• Fun and friends: The impact of workplace fun and constituent attachment on turnover in a hospitality context (2014, background): “In an employment context, Millennials desire to balance play with work, freedom and social involvement (Carless and Wintle, 2007; Cennamo and Gardner, 2008; Dries et al., 2008; Loughlin and Barling, 2001; Smola and Sutton, 2002).”
• The Millennial Generation (2017, background): “Cross-sectional studies often explain attitudes to work by reference to age rather than generation (Cennamo & Gardner, 2008; Wong, Gardiner, Lang, & Coulon, 2008).”
• Internal marketing, internal branding, and organisational outcomes: The moderating role of perceived goal congruence (2013, background): “…on person–organisation fit, especially in HRM and organisational psychology, have focused on recruitment, selection, and employee turnover (Cable & Judge, 1997; Kyndt et al., 2009; Van Vianen, 2000; Westerman & Cyr, 2004), as well as employee socialisation (Cennamo & Gardner, 2008; Das, 2002).”
• Time and Job Satisfaction: A Longitudinal Study of the Differential Roles of Age and Tenure (2018, background): “This may be due to generational differences, and their associated variations in career values, represented in the two data sets (e.g., Cennamo & Gardner, 2008; Dries, Pepermans, & De Kerpel, 2008; Twenge, Campbell, Hoffman, & Lance, 2010).”