sociological research papers on generation gap

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First page of “The Evidence Base for Generational Differences: Where Do We Go from Here?”

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The Evidence Base for Generational Differences: Where Do We Go from Here?

2017, Work, Aging and Retirement

Interest in generational diversity has exploded since the turn of the 21st century. While many researchers are supportive of the concept of generations, a growing number have questioned the validity of the idea that people are different according to when they were born. In this article, we review recent work in the area and build on our own previous studies; which have been highly critical of extant empirical work. Many studies utilize cross-sectional data that do not allow investigation of generational difference; and even when appropriate data are used, the apriori assumption of 4 or 5 generational categories invalidates research findings. We present selected results from analyses we have undertaken to overcome these issues, and identify a more robust direction for the research. Essentially, the theoretical foundation for generational research has some validity, but the existence of generational differences has not been validly tested. We suggest that researchers must investigate whether any cohort-specific differences in attitudes are apparent, and where, if at all, these can be "cut" to identify distinct "structural breaks" between generations. Only by building a body of knowledge, across different social, and economic phenomena will we obtain a true picture of where generational differences lie.

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Industrial and Organizational Psychology, 2015

Stereotypes about generational differences in the workplace abound, and interventions for helping organizations and managers to deal with these supposed differences are increasing. In addition to popular press articles describing the differences and extolling the practices and strategies to deal with them, there are a growing number of researchers who are attempting to establish that there are such differences. Overall, however, there is little solid empirical evidence supporting generationally based differences and almost no theory behind why such differences should even exist. The purposes of this focal article are to explore the myths surrounding generations, to review the risks in using generations in organizational decisions, and to make recommendations for practitioners and researchers on how to proceed in this area.

The present time has witnessed a diverse and multi-generational workforce which more often than not proves to be a source of stress and conflict for many individuals, ultimately resulting in counter-productive behaviors at work. This problem became the thrusting force to understand diverse, multigenerational surroundings for better communication, collaboration and coordination. However, the first challenge in doing so is to define and classify generational cohorts, which requires examination of factors that are temporal, historical, developmental, cultural, technological and political. Thus, the present study is an examination of different criteria for definition and classification of a generational cohort by different researchers, through studies done in different regions over time, to be able to come up with a more comprehensive set of conditions to look at while engaging with the subject of generational studies. To meet this objective Systematic-Review of thirty research papers f...

HTTP://EDUCATION. FIU. EDU/ …, 2009

As the amount of generational diversity increases among today's workforce, a common topic of conversation is how to handle differences between generational cohorts. But to what extent do generations believe they are different and to what extent are generations actually different? This study examines this question. Using generational cohort theory as a theoretical underpinning, this study considers 15 work-related concepts and the degree to which workers personally value them. Subjects also provide their perceptions of how much they believe Boomers, Generation X, and Generation Y value these items. Results reveal the differences subjects perceive among the generations significantly outnumber the actual value differences individuals reported. The authors discuss both actual and perceptual differences in detail and theorize why the nature of these actual differences may lead to generational misconceptions. By doing so, this study provides a meaningful contribution to the discussion of generational diversity and its impact on the workplace.

Journal of Managerial Psychology, 2008

Purpose -This introduction seeks to provide a brief background to the notion that there are generational differences at work and to introduce the papers included in this special issue of the Journal of Managerial Psychology. Design/methodology/approach -The current context concerning generational differences at work is briefly outlined followed by a description of the core theory underpinning the notion of generational cohorts. Criticisms of this theoretical premise are provided before a brief outline is given to each article in the special issue. Findings -There is evidence for changes in personality profiles across generations, and for differences in attitudes towards work and careers. However, effect sizes tend not to be large, and some findings are inconsistent with popular stereotypes regarding generational differences. Little support was found for differences in work values or motivation. Practical implications -Contrary to popular hype concerning generational differences at work, managerial time may be better spent considering employee needs relating to age (maturity), life-cycle and career stage differences than developing generationally specific management policies and practices. Significant methodological problems remain in generational research. Originality/value -The papers facilitate a critical understanding of the challenges facing generational research and its limitations, and provide a litmus test against which popular stereotypes can be compared.

Journal of Social Issues, 1974

Empirical studies indicated little evidence for generational differences on the level of beliefs traditionally referred to as dtittLdGs (see Rokeach's typology). At the intermediate level of beliefs, those concerning authority. there appeared more possibility of generational discontinuity, especially in relation to the legitimacy of national institutions. Although very little research has been done on d u e orientations, studies of political attitudes have indicated higher parentchild agreement on partisan attitudes than on political value orientations. Data from a sample of college students and their parents indicate striking generational differences on another value orientation, a measure of time perspective. It appears that writers who have argued that a counterculture is emerging among the younger generation are concentrating on the value orientation level, while the debunkers of the notion of a generation gap have focused almost entirely upon the level of attitudes. 'Yankelovich, in a later work (1972), has considerably modified his views concerning generational continuity in beliefs and now clearly belongs to the "great gap" school.

This introduction attempts to pave the way for a renewal of the sociology of inter-generational inequality, through an examination of its emergence, contribution, and current limitations. The first part examines the emergence and development of the concept of “generation” in sociology throughout the twentieth century. Before being seen through the prism of “inequalities,” generation had been defined primarily as a motor for social and cultural change, seen in terms of “consciousness” in the work of Mannheim, and then “values” in the studies of the 1950s and 1960s. The second part takes the rise of inequality between generations as its theme, driven by the great reversal of the 1970s that has lastingly affected the conditions under which young people enter the labour market. Beyond these growing difficulties in the economic field, younger generations seem excluded from the dominant positions and levers of social change, which feeds the discourse around the existence of a “lost generation.” While stressing the importance of learning from this work, the third part explores its limitations and calls for the opening of new research fronts: to re-think the relationships between several generations in order to avoid the opposition between two generations, the first being those of the baby-boomers, and the second those born in the 1960s; to consider inter- and intra-generational inequalities in combination; to relate social inequality and familial solidarity between generations; to pose questions about a possible generational consciousness and its political outcomes. The introduction concludes with a presentation of the articles in the special issue, which contribute new evidence to the scientific discussion.

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