Generational Conflict and its Impact of Work Behavior and Attitudes

Abstract

Building commitment and preventing costly turnover are key challenges facing organizations today. This paper examines whether the fulfilled elements of the employment relationship that predict commitment and willingness to change companies vary significantly with age. Using a sample of 270 employees working in retail stores, it was found that in comparison to those under 30, fulfilling the need for a pleasant environment is more strongly related to the commitment of more senior workers. Providing for career advancement opportunities enhances the desire of younger employees to remain with their companies. In contrast, employees aged 45 and over are more willing to remain with the organization when employers provide for adequate resources and support. Providing employability development opportunities enhances commitment and reduces the willingness to quit and neglectful behavior for employees as a whole.

Keywords: generational conflict, psychological contract, human resource management