Changes in the value orientation of the workforce from the perspective of intergenerational disparities in the context of work attitudes and loyalty
The presented study examines labour market changes caused by generational shifts, specifically focusing on employees' value orientation toward work and changes in loyalty. Due to generational transitions, the labour market is experiencing shifts leading to workforce shortages. Understanding gen...
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| Main Authors: | , , , |
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| Format: | Article |
| Language: | English |
| Published: |
Entrepreneurship and Sustainability Center
2025-03-01
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| Series: | Entrepreneurship and Sustainability Issues |
| Online Access: | https://jssidoi.org/jesi/article/1292 |
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| Summary: | The presented study examines labour market changes caused by generational shifts, specifically focusing on employees' value orientation toward work and changes in loyalty. Due to generational transitions, the labour market is experiencing shifts leading to workforce shortages. Understanding generational value differences is crucial for attracting and retaining the necessary workforce. The study aims to analyze survey data to determine generational attitudes toward employer loyalty and identify differences in perspectives on work activity across generational cohorts. The survey involved 405 respondents active in the Slovak labour market. The representation of generational cohorts in the sample aligns proportionally with their approximate labour market presence. The research focuses on testing several hypotheses aimed at identifying intergenerational differences in: (1) Willingness to work and remain in the labour market, (2) Loyalty to employers, (3) Perceptions of job stability. The primary method used to examine intergenerational differences and test hypotheses is the Kruskal-Wallis test. Results show a clear intergenerational decline in loyalty, with each successive generation spending shorter periods with a single employer. Additionally, the hypotheses reveal generational differences in: (1) Current willingness to change employers, (2) Perceptions of staying with one employer long-term, (3) Attitudes toward early retirement, (4) Views on work itself. These findings support long-term trends indicating that younger generations prioritize flexibility and work-life balance over job stability. As the results highlight emerging generational differences, it is crucial to adapt job designs to the specific values each generation brings. |
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| ISSN: | 2345-0282 |