Exploring generational differences among Millennials, Gen Xers, and Baby Boomers: Work values, manager behavior expectations, and the impact of manager behaviors on work engagement

This cross-sectional, survey study explored similarities and differences among Millennials, Gen Xers, and Baby Boomers work values, important manager behaviors, and manager behaviors that predicted work engagement. The 604 participants included 33% Millennials, 42% Gen Xers, 25% Baby Boomers. A contingency table analysis using Chi-square revealed significant generational differences. Gen Xers valued benefits more than Baby Boomers or Millennials and convenient work hours more than Baby Boomers. Baby Boomers valued achievement, contribution to society, and meaningful work more than Millennials and Gen Xers. Baby Boomers valued use of ability, ethics and integrity, and influence in the organization more than Millennials. Millennials and Gen Xers valued advancement more than Baby Boomers. Gen Xers and Baby Boomers valued independence and influence in work more than Millennials. A MANOVA found differences among the three generations on important manager behaviors. Univariate analyses revealed that Millennials rated coaching and support manager behaviors as more important than Baby Boomers but similarly to Gen Xers. Multiple regression analysis found participation and empowerment manager behaviors were most predictive of work engagement for survey respondents overall. When generational samples were analyzed separately, participation and empowerment manager behaviors were most predictive of engagement for Millennials and Gen Xers; fairness behaviors were most predictive for Baby Boomers. Findings contribute to literature on work engagement and generational management by identifying manager behaviors that can foster work engagement for all employees. Specific manager behaviors were also identified that can be applied to each of the three generations to enhance work engagement.