Abstract
<i>Objective</i>: In today’s multigenerational workforce, organizational leaders continuously seek methods to retain valued employees. Employees who perceive their work-related values are in alignment with their employer is central to intentions to quit. In this study, generational differences in definitions of meaningful work among the Gen X and Millennials cusp cohorts and between genders were investigated. <i>Method</i>: A quantitative nonexperimental survey approach was applied using self-reported measures of the Comprehensive Meaningful Work Scale (CMWS). Two hundred eleven US-based employees in various professional, semi-professional, and non-professional occupations provided their perceptions of meaningful work. An ANOVA was used as the method of analysis. <i>Results</i>: The results indicated no significant differences in definitions of meaningful work between individuals of Gen X and Millennials on the cusp of their generation. Furthermore, there were no significant differences in definitions of meaningful work between gender of Gen X and Millennial cusp cohorts. The results revealed similarities in definitions of meaningful work among Gen X and Millennial Cuspers and between genders. <i>Conclusions</i>: Employees of all generations pursue meaningful work. Recommendations include the use of qualitative methodological approaches, longitudinal studies, and multiple data points to explore intergenerational differences to analyze how generations effect change in the workplace.
Highlights
With more older Americans working than in previous decades, organizational leaders and researchers are focusing on the range of generational differences in today’s workplace and how their employees define meaningful work [1]
The results showed no significant differences between definitions of meaningful work between of Gen X and Millennials cusp cohort
Using the Comprehensive Meaningful Work Scale (CMWS) as the data collection instrument, subsequent quantitative analysis was conducted to determine the specific factors that the respondents in this study identified as adding meaning to their work lives
Summary
With more older Americans working than in previous decades, organizational leaders and researchers are focusing on the range of generational differences in today’s workplace and how their employees define meaningful work [1]. People spend the better part of their day at work, ideally for reasons beyond just earning a paycheck [2], but rather to promote personal fulfillment and meaningfulness. Meaningful work is linked to employee well-being, self-reflection, a sense of harmony, and satisfaction [1, 4]. Meaningful work is associated with a life purpose or calling and a feeling of self-reflection [4]. Scholars have long given the proverbial nod to organizations that have aligned their recruitment, recognition, and management strategies with their employees experiencing meaningfulness at work. Values linked to meaningful work can contribute to an employee’s professional needs and how they accomplish them
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