Employment Preference: The case of Generation Y

Abstract

There are anecdotal and research evidences that there are generational differences in values, work attitudes and culture (see for reviews Constanza, Badger, Fraser, Severt, & Gade, 2012; Deal, Altman, & Rogelberg, 2010; Twenge, 2010). Few studies have been conducted on the generational differences in work-related attitudes (Constanza et al., 2012). Although Constanza et al. (2012) found no generational differences in work-related attitudes, there is a strong belief among employers and society that Generation Y is different in many ways. A generation is defined as a cohort of similarly aged people who experience common historical events (Constanza et al., 2012). Generation Y is a demographic cohort born between 1983 to early 2000s (Twenge, 2010). They are also known as the Millennial generation (Millennials), nGen, GenMe (Twenge, 2010). I will be using the label Generation Y or Gen Y in this paper. The reasons as to the need to identify characteristics of a generation, its work values and attitudes, and the differences between generations, are to offer appropriate policies and practices in the work place as well as for employers to brand themselves accordingly in order to attract prospective employees.