Abstract
This paper examines differences in work-family conflict and synergy among the four generational groups represented in the contemporary workforce: Generation Y Generation X, Baby Boomers, and Matures using data from the 2008 National Study of the Changing Workforce (n = 3,502). Significant generational differences were found for work-family conflict (work interfering with family and family interfering with work) but not for work-family synergy. Mental health and job pressure were the best predictors of work interfering with family conflict for each generational group. Work-family synergy presented a more complex picture. Work-family conflict and synergy were significantly related to job, marital, and life satisfaction. Implications and directions for future research are discussed.
Highlights
Managing workers from different generational groups has received increasing attention from managers and researchers
Using the LSD method indicated that, for with family (WIF), Generation Y (GenY) was significantly lower than Xers but higher Matures, Xers were significantly higher than
WIF was not significantly related to marital satisfaction for any generational group but Family interfering with work (FIW) was associated with marital satisfaction for all groups except Matures
Summary
Managing workers from different generational groups has received increasing attention from managers and researchers. This interest has been fueled by the notion that generational groups differ with respect to their values, interests, motivations, and style of organizational adaptation. Understanding these potential differences might help in crafting organizational structures and programs to enable each group to be maximally productive (e.g., managing the work-family interface). The goal of this paper was to determine whether generational cohorts vary with respect to work-family conflict and synergy
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