Download or read book Examining Differences in Work Life Balance, Job Satisfaction, Organizational Commitment, and Learning Goal Orientation in Baby Boomers and Generation Xers written by Christopher Martin Atkinson and published by . This book was released on 2011 with total page 62 pages. Available in PDF, EPUB and Kindle. Book excerpt: Generation Xers and Baby Boomers are the two dominant generations in the workforce today. Researchers and practitioners alike have begun to question whether these generations have fundamentally different work attitudes and if so, what effect these differences might have on organizational outcomes. Currently, much of the literature on work value differences between Gen Xers and Baby Boomers is anecdotal. Of the limited empirical research conducted on generational differences, the results are mixed. The present study aimed to extend the empirical literature in generational work attitude differences by examining if Gen Xers and Baby Boomers exhibit significant differences in ratings of job satisfaction, work life balance, learning goal orientation, and organizational commitment. An additional purpose of the study was to examine if generational cohort moderated the relationship between job satisfaction and learning goal orientation in predicting organizational commitment. One hundred and sixty-four participants completed an online survey on the aforementioned work attitude variables. Correlations, t tests, and hierarchical moderated multiple regression analyses were conducted. Contrary to the anecdotal evidence, mean differences were not found between Gen Xers and Baby Boomers on work life balance importance, work centrality, learning goal orientation, organizational commitment or extrinsic job satisfaction. The study did find that Baby Boomers were more satisfied with their work overall and with intrinsic aspects of work. Intrinsic job satisfaction and satisfaction with promotional opportunities were found to be more important in predicting organizational commitment for Gen Xers than for Baby Boomers. As the Baby Boomers begin to retire and leave a shortage of Gen Xers to take their place, organizations should be particularly cognizant of ensuring that their Gen X employees are satisfied with the intrinsic aspects of their jobs and promotional opportunities in the organization in order to help foster organizational commitment. Future research should examine in more detail which specific aspects of intrinsic satisfaction Baby Boomers and Gen Xers differ on, and how these relate to organizational commitment.