Although there is much talk in the media and within organizations about the generation gap and its implications for attracting and retaining talent, there is a different sound from the scientific community. The criticism surrounding the concept is further explained below.
In their literature review, Lieze Stassen, Frederik Anseel & Katia Levecque (2016) found that there is no scientific evidence for the differences in work ethics between generations. Marieke de Ruiter, in her research published in the Volkskrant, also found no statistical evidence of the prejudice that today’s generations would be “lazier” and work less than previous generations, as has been speculated. In fact, according to the Central Bureau of Statistics (CBS), more young people are working today than ever, and they are not working fewer hours either.
There are also conceptual problems with studies. Different studies use different historical events, so the delineation of generations varies slightly from one study to another. It proves difficult to determine the exact point in time at which one generation ends and another begins. To accommodate this and generate clear contrasts, it is sometimes chosen to take Generation X and Y together or to choose “older” generations (baby boomers and Generation X) vs. “younger” generations (millennials and Gen Z). This complicates the interpretation of effects altogether because it no longer allows claims around, say, millennials to be separated from the previous generation.
A second conceptual problem is the idea that people within one generation would experience the same events in the same way regardless of social class, gender, ethnicity and national culture, which naturally creates generalization errors in the conclusions within these studies.
In addition to the lack of statistical evidence and conceptual problems, scientific studies seem to conduct data collection in such a way that it is not clear whether they were investigating generational differences or age or period differences.
In their literature review, Lieze Stassen, Frederik Anseel & Katia Levecque (2016) distinguish between 3 methodological problems:
1. Age (development) 2. Period (historical event) 3. Generation (shared experiences of the same age group during the same period)
To properly measure generational differences, you would need to measure multiple generations longitudinally as one moves through different stages of work life. This means, for example, that you measure the work values and attitudes of a group of 18-year-olds in the 1990s, 2000s and 2010s. In addition, you also follow a group of 30-year-olds and 50-year-olds at the same measurement times. However, this type of research does not exist to date.
The results that now come from scientific research often come from measurements that could also be said to measure age differences or period differences. Today’s baby boomers also held different norms and values when they were 20 because they were in a different stage of life than they are now (age). A generational difference is often used as a synonym for an age difference. By “oh, that’s a generational difference,” we often mean “you are at a different age stage than I am.
Looking at period differences, you see, for example, that Gen Z is defined as very socially conscious, while the other generations have also become increasingly socially conscious due to the changing world around us (period). Whereas people used to eat mainly potatoes, vegetables and meat, and the motto “act normal and you’ll be crazy enough” reigned supreme, you see that baby boomers are also currently more consciously involved in vegetarian cooking in connection with the changing climate and the need to become more sustainable. This is really not just because Gen Z is demanding this from their parents, but also because of the changing society and the world around us. So here you are talking about a “period difference” rather than a “generational difference.
Finally, Lieze Stassen, Frederik Anseel & Katia Levecque (2016) conclude that there are no significant differences between generations in terms of work values and behaviors. For example, their research shows that it is not advantageous to recruit or train different generations differently.
Of course, there are differences between generations and we are shaped in a certain way by the period in which we grew up. We have certain ways of thinking that are (can be) linked to important social events that took place during our youth. However, these generational differences are often magnified in the media and polarizing pieces are written where the (pre)judgments splash out. It is therefore good to be aware of the fact that these differences are not scientifically proven and that the full picture is more nuanced than the media suggests.