Generational Differences
Generational Differences in Personality and Motivation:
Do They Exist and what are the Implications for the Workplace?
Melissa Wong (melissa.wong@shl.com.au)
SHL, Level 17, 600 Bourke Street, Melbourne, VIC 3000 Australia
Elliroma Gardiner (egardine@psy.uq.edu.au)
School of Psychology, University of Queensland, McElwain Building, St Lucia, QLD 4072 Australia
Whitney Lang (wpla@deakin.edu.au)
School of Psychology, Deakin University, 1 Gheringhap Street, Geelong, VIC 3127 Australia
Leah Coulon (leah.coulon@shl.com.au)
SHL, Level 11, 500 Queen Street, Brisbane, QLD 4000 Australia
Abstract
Building on previous research into generational differences, this exploratory study examined whether differences in personality and motivational …show more content…
They are seen to be comfortable with change and are less likely to see job security as an important factor in the workplace (Hart, 2006). As employees, Gen Y’s are typified as valuing skill development and enjoying the challenge of new opportunities. Similar to the Baby Boomers, they are viewed as driven and demanding of the work environment and are also likely to be optimistic (Huntley, 2006; Smola & Sutton, 2002). Displaying a high level of confidence, Gen Y’s are described as enjoying collective action and are highly socialised (Hart, 2006; Smola & Sutton, 2002; Tulgan & Martin, 2001). Moreover, they are seen to value having responsibility and having input into decisions and actions (McCrindle & Hooper, …show more content…
All participants were employees of moderate to large Australian organisations. The sample is part of a wider set of participants who had previously completed the OPQ32 and MQ between 2002 and 2006 as part of a job selection process, a development program, or as part of a training course. Participants were sampled from all major states in Australia, including Victoria, New South Wales, Western Australia, South Australia, and the Australian Capital Territory. As the disclosure of demographic variables was optional when completing the questionnaire, there is limited information available about the demographic background of this group, other than age and state. Based on reported age, each participant was categorised into Baby Boomers, Gen X or Gen Y. Those who reported to be over 40 years old were placed in the Baby Boomers group (N = 1,005 for OPQ; 110 for MQ); those who reported to be between 24 and 40 years old were considered to be Gen X (N = 2,089 for OPQ; 140 for MQ); those who were 23 years old or younger were placed in the Gen Y group (N = 441 for OPQ; 44 for
Do They Exist and what are the Implications for the Workplace?
Melissa Wong (melissa.wong@shl.com.au)
SHL, Level 17, 600 Bourke Street, Melbourne, VIC 3000 Australia
Elliroma Gardiner (egardine@psy.uq.edu.au)
School of Psychology, University of Queensland, McElwain Building, St Lucia, QLD 4072 Australia
Whitney Lang (wpla@deakin.edu.au)
School of Psychology, Deakin University, 1 Gheringhap Street, Geelong, VIC 3127 Australia
Leah Coulon (leah.coulon@shl.com.au)
SHL, Level 11, 500 Queen Street, Brisbane, QLD 4000 Australia
Abstract
Building on previous research into generational differences, this exploratory study examined whether differences in personality and motivational …show more content…
They are seen to be comfortable with change and are less likely to see job security as an important factor in the workplace (Hart, 2006). As employees, Gen Y’s are typified as valuing skill development and enjoying the challenge of new opportunities. Similar to the Baby Boomers, they are viewed as driven and demanding of the work environment and are also likely to be optimistic (Huntley, 2006; Smola & Sutton, 2002). Displaying a high level of confidence, Gen Y’s are described as enjoying collective action and are highly socialised (Hart, 2006; Smola & Sutton, 2002; Tulgan & Martin, 2001). Moreover, they are seen to value having responsibility and having input into decisions and actions (McCrindle & Hooper, …show more content…
All participants were employees of moderate to large Australian organisations. The sample is part of a wider set of participants who had previously completed the OPQ32 and MQ between 2002 and 2006 as part of a job selection process, a development program, or as part of a training course. Participants were sampled from all major states in Australia, including Victoria, New South Wales, Western Australia, South Australia, and the Australian Capital Territory. As the disclosure of demographic variables was optional when completing the questionnaire, there is limited information available about the demographic background of this group, other than age and state. Based on reported age, each participant was categorised into Baby Boomers, Gen X or Gen Y. Those who reported to be over 40 years old were placed in the Baby Boomers group (N = 1,005 for OPQ; 110 for MQ); those who reported to be between 24 and 40 years old were considered to be Gen X (N = 2,089 for OPQ; 140 for MQ); those who were 23 years old or younger were placed in the Gen Y group (N = 441 for OPQ; 44 for