Career stage and generational differences in psychological contracts

By N. Hess, D. Jepsen. 2009

214 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/ff20fb458fb485a881fc3eab51ef96fe5d1dc9f9

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In Gender Studies

In Organizational Behavior and Human Resource Management

Citations in the corpus

How Perceived Corporate Social Responsibility Affects Employee Cynicism: The Mediating Role of Organizational Trust (2018, background): “” We controlled for company size and demographic vari‐ ables such as the respondents’ age and position, as these variables can function as potential individual antecedents to specific attitudes at work (Hess and Jepsen 2009; Peter‐ son et al. 2001; Twenge and Campbell 2008).”
Comparing apples to apples: a qualitative investigation of career mobility patterns across four generations (2012, background): “Past research has identified a number of inter-generational differences in career-related constructs, including work-family conflict and synergy (Beutell and Wittig-Berman, 2008), work environment fit (Westerman and Yamamura, 2007), psychological contract obligations (Hess and Jepsen, 2009), job sat”
Generation Y and career choice: The impact of retail career perceptions, expectations and entitlement perceptions (2009, background): “Recent work investigating the impact of generational differences in psychological contracts (Hess and Jepsen, 2009) indicates that while small differences in generations exist, longitudinal studies are necessary to provide practical relevance for employers.”
From flexibility human resource management to employee engagement and perceived job performance across the lifespan: A multisample study (2015, background): “Both literatures on younger workers (e.g., Hess & Jepsen, 2009; Lub, Bijvank, Bal, Blomme, & Schalk, 2012) and older workers (Bal et al., 2012; Pitt-Catsouphes & Matz-Costa, 2008) have stressed the importance of flexibility in how employees conduct their work and how work is combined with other…”
One job, one deal…or not: do generations respond differently to psychological contract fulfillment? (2016, background): “Even though different labels for cohorts have been proposed (Twenge 2010), a general consensus seems to exist on the presence of generational cohorts in the workforce and on some of the shared experiences that have shaped their values and behaviors (Eisner 2005; Hess and Jepsen 2009).”
Generational Differences in Work-Related Attitudes: A Meta-analysis (2012, unknown): “…X 18 106 124 -.60 Boomers–Gen X 260 106 366 -.29 Boomers–Millennials 260 46 306 -.34 Gen X–Millennials 106 46 152 -.06 Faulk (1997) Boomers–Gen X 206 51 257 .11 Hess and Jepsen (2009) Boomers–Gen X 100 107 207 .14 -.32 Boomers–Millennials 100 77 177 .38 -.50 Gen X–Millennials 107 77…”