Abstract
The primary purpose of this study was to identify whether there is a significant impact of generational differences in work values on workplace conflicts. This study is cross-sectional and explanatory research in nature. A standard questionnaire was used to collect primary data through a survey. The respondents were the 120 operational level employees who are working in Pharmaceutical companies in the Western Province of Sri Lanka. Descriptive statistics, correlation analysis, and one-way ANOVA were used to analyze data and make conclusions. Findings revealed that there is no significant impact of generational differences in work values on workplace conflicts. Further analysis done using one-way ANOVA revealed that there is a significant difference in work values between generations and workplace conflicts among generations
Highlights
Numerous researchers have revealed that generational differences exist among various generations and is varied with the characteristics associated with employee behavior and work values, leading to influence employee engagement and cohesion (Gursoy, Maierb, & Chic, 2008; Gursoy, Karadag, & Chi, 2013; Lancaster & Stillman, 2002)
The secondary objectives are (i) to identify whether there is a significant difference in work values between generations (ii) to identify whether there is a significant difference in workplace conflicts between generations
The current study focused on testing the impact of generational differences in work values on workplace conflicts of operational level employees in the pharmaceutical companies of the Western province, Sri Lanka
Summary
Numerous researchers have revealed that generational differences exist among various generations and is varied with the characteristics associated with employee behavior and work values, leading to influence employee engagement and cohesion (Gursoy, Maierb, & Chic, 2008; Gursoy, Karadag, & Chi, 2013; Lancaster & Stillman, 2002). The presence of employees belong to various generations in the workplace creates conflicts among employees (Geddie & Jackson, 2002; Lancaster & Stillman, 2002; Griffin, 2004). These generational distinctions could build incompatibilities between the relationships of supervisors and subordinates as well (Collins, Hair, & Rocco, 2009). Researchers have identified that employee productivity, communication, and coordination to achieve goals too affected by gaps among different generations other than the organizational performance (Collins, Hair, & Rocco, 2009)
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