The Generational Effects on the Relationship between Job Involvement, Work Satisfaction and OCB

Generations come and generations go, but the earth remains forever,” (Ecclesiastes 1:4). Is this true? Generational differences are a fact of life in numerous areas, including family, culture, and technology. Each generation sees itself as distinct from those that came before or after it, and we have all heard statements beginning “When I was your age…,” or “When we were young…” Consequently, efforts are constantly being made to bridge the “generation gap.” In recent years, generational differences have also been studied in the context of the workplace. In a review of the evidence for generational differences in work values, for example, Twenge (2010) reported that work centrality and the work ethic declined steadily from the Baby Boomer generation through Generation X and to Generation Y. Gen X, and especially Gen Y, attribute greater value to leisure and extrinsic rewards (e.g., money, status) than the Boomers. Moreover, Gen Y experiences more work satisfaction than the other generations, and its members are more likely to leave their current workplace for a better opportunity, thereby exhibiting weaker organizational commitment. Thus, the literature appears to confirm that generational differences indeed exist in respect to work. However, very little research attention has been paid to the relationships between various work attitudes in the generational context. The current study therefore sought to examine the degree of generational influence on the relationships between three work-related attitudes