Generation Y. Academic Essay

Generation Y, also known as the Millennial Generation, is the demographic cohort following Generation X. There are no precise dates for when Generation Y starts and ends. Commentators use beginning birth dates from the latter 1970s, or from the early 1980s to the early 2000s. Generation Y is regarded as having superior technological skills, are better connected socially, are impatient for career success and having a higher tendency for job turnover. However, this case challenges common people’s conviction that Generation Y is very different from other generations and problematic. The Journal of Managerial Psychology conducted the research first in 2008 examined these claims and found little or no differences, or trivially small differences that were contrary to the stereotypes. Following that, large survey sample research from many countries also confirmed that there may be more variation among members within a generation than there is between generations.
According to the passage, Generation Ys and Generation Xs ‘were identical’ in ratings of their top six work motivator. This indicates the fact that there are little generational differences regarding continuance commitment. Continuance commitment is the perceived economic value of remaining with an organization. Paying, as one of the causes of job satisfaction is often viewed differently by people related to national culture. As the research result shows, the continuance commitment is lower among Chinese employees than among Canadian, British and South Korean workers. However, this organizational commitment do not link tightly with generations.
Job satisfaction is a positive feeling about a job resulting from an evaluation of its characteristics. A review of 16 studies suggested that satisfaction was likely the cause of better performance, which demonstrated the statement that “happy worker are productive workers”. Therefore it is essential to take strategies for improving the levels of job satisfaction for