In-groups, out-groups, and their contrasting perceptions of values among generational cohorts of Australians
Objective: Personal values guide, and are used to justify, behaviours both within and beyond organisational contexts. Baby Boomers, Generation X, and Generation Y are purported to vary in the values they espouse and hence their behaviours. The aim of this research was to examine and compare self-rat...
| Main Authors: | , , |
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| Format: | Journal Article |
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John Wiley & Sons
2016
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| Online Access: | http://hdl.handle.net/20.500.11937/44206 |
| _version_ | 1848756931010756608 |
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| author | Heritage, B. Breen, Lauren Roberts, Lynne |
| author_facet | Heritage, B. Breen, Lauren Roberts, Lynne |
| author_sort | Heritage, B. |
| building | Curtin Institutional Repository |
| collection | Online Access |
| description | Objective: Personal values guide, and are used to justify, behaviours both within and beyond organisational contexts. Baby Boomers, Generation X, and Generation Y are purported to vary in the values they espouse and hence their behaviours. The aim of this research was to examine and compare self-ratings and out-group perceptions of the importance of the four overarching clusters of values in Schwartz's circumplex model by generation. Method: A convenience sample of 157 participants (49 Baby Boomers, 47 Generation X, and 61 Generation Y) completed an online survey of self-rated values and perceptions of another generation's values. Results: Multivariate analyses identified that self-ratings of self-enhancement, openness to change, and conservation value clusters varied between generations (medium effect size), but self-transcendence did not. Out-group perceptions of generations varied across all four value clusters (very large effect size). We then compared each generation's self-ratings of value importance with perceptions of value importance provided by other generations (in-group/out-group comparisons). There were significant variations between self-ratings and perceived importance ratings provided by other generations for all three generations (large effect). Conclusions: Larger differences in other-ascribed than self-ascribed value importance across generations highlights the need to avoid actions based on generation value stereotypes, both within and beyond the workplace. Further research on a representative sample of the Australian population using a mixed-methods approach is recommended. |
| first_indexed | 2025-11-14T09:20:02Z |
| format | Journal Article |
| id | curtin-20.500.11937-44206 |
| institution | Curtin University Malaysia |
| institution_category | Local University |
| last_indexed | 2025-11-14T09:20:02Z |
| publishDate | 2016 |
| publisher | John Wiley & Sons |
| recordtype | eprints |
| repository_type | Digital Repository |
| spelling | curtin-20.500.11937-442062020-07-22T06:33:28Z In-groups, out-groups, and their contrasting perceptions of values among generational cohorts of Australians Heritage, B. Breen, Lauren Roberts, Lynne Objective: Personal values guide, and are used to justify, behaviours both within and beyond organisational contexts. Baby Boomers, Generation X, and Generation Y are purported to vary in the values they espouse and hence their behaviours. The aim of this research was to examine and compare self-ratings and out-group perceptions of the importance of the four overarching clusters of values in Schwartz's circumplex model by generation. Method: A convenience sample of 157 participants (49 Baby Boomers, 47 Generation X, and 61 Generation Y) completed an online survey of self-rated values and perceptions of another generation's values. Results: Multivariate analyses identified that self-ratings of self-enhancement, openness to change, and conservation value clusters varied between generations (medium effect size), but self-transcendence did not. Out-group perceptions of generations varied across all four value clusters (very large effect size). We then compared each generation's self-ratings of value importance with perceptions of value importance provided by other generations (in-group/out-group comparisons). There were significant variations between self-ratings and perceived importance ratings provided by other generations for all three generations (large effect). Conclusions: Larger differences in other-ascribed than self-ascribed value importance across generations highlights the need to avoid actions based on generation value stereotypes, both within and beyond the workplace. Further research on a representative sample of the Australian population using a mixed-methods approach is recommended. 2016 Journal Article http://hdl.handle.net/20.500.11937/44206 10.1111/ap.12114 John Wiley & Sons fulltext |
| spellingShingle | Heritage, B. Breen, Lauren Roberts, Lynne In-groups, out-groups, and their contrasting perceptions of values among generational cohorts of Australians |
| title | In-groups, out-groups, and their contrasting perceptions of values among generational cohorts of Australians |
| title_full | In-groups, out-groups, and their contrasting perceptions of values among generational cohorts of Australians |
| title_fullStr | In-groups, out-groups, and their contrasting perceptions of values among generational cohorts of Australians |
| title_full_unstemmed | In-groups, out-groups, and their contrasting perceptions of values among generational cohorts of Australians |
| title_short | In-groups, out-groups, and their contrasting perceptions of values among generational cohorts of Australians |
| title_sort | in-groups, out-groups, and their contrasting perceptions of values among generational cohorts of australians |
| url | http://hdl.handle.net/20.500.11937/44206 |