The generational “exchange” rate: How generations convert career development satisfaction into organisational commitment or neglect of work

Abstract

Utilising social exchange theory, we investigate the exchange of career development satisfaction for organisational commitment and neglect of work. Employees can, however, show more or less reciprocity towards their organisation. We assess the role of generational membership (Baby Boomers vs. Generation X) as a determinant of reciprocity. Boomers began work when jobs were “for life”; they value job security and tend to rely on the organisation for their career direction. In contrast, Generation X generally commenced work during the recession of the early 1990s, so they feel they cannot rely on one employer for a lifetime of employment. We investigate the extent to which generational differences in work and career values moderate the relationship between career development satisfaction and organisational commitment or neglect of work. We find, using data from 1,530 employees in one organisation, that Generation X are more likely to exchange high career development satisfaction for higher levels of organisational commitment and lower neglect of work than are Boomers.