Perception of work values among generations and affective organizational commitment: A research on the differences among gen X and gen Y

This study includes the investigation of work values that are considered as contributing affective organizational commitment within the scope of Gen X and Gen Y. The purpose of the study is twofold. First, it is to find out the differences in work values between Gen X and Gen Y blue-collar workers. Second, it is to find out the differences in affective organizational commitment between Gen X and Gen Y blue-collar workers. By the way the study also seeks to examine how work values determine the affective organizational commitment of blue-collar workers. Work values were assessed by using Lyons, Higgins, and Duxburry's (2010) Work Values Survey (LWVS). For this study, exploratory and confirmatory factor analysis were applied and four new dimensions were found as "intrinsic-present oriented", "intrinsic-future oriented", "extrinsic-present oriented" and "extrinsic-future oriented" work values. Affective organizational commitment was measured by using Meyer and Allen's (1991) Organizational Commitment Questionnaire (OCQ). Tha data of the research were collected from a total of 840 blue-collar workers (women %11,8, men %88,2) in the production department of two large-scale enterprises operating in the field of food and beverage production connected to a leading interntional holding in the province of İzmir, Turkey. 324 workers (%38,6) were born between 1965-1979 and were coded as "Gen X" and 516 workers were born between 1980-2000 and were coded as "Gen Y" (%61,4). Results of the study reveal that Gen X and Gen Y differ in the four factors of work values. All these four factors of work values were found to be higher among Gen Y than that of Gen X. However, there is not any significant difference between Gen X and Gen Y in terms of affective organizational commitment. However, although there was no significant difference, the affective organizational commitment of Gen X was found to be higher than that of Gen Y. The results of regression analysis reveal that, in the case of Gen X, evtrinsic future oriented work values predict affective organizational commitment. On the other hand, for Gen Y, extrinsic present oriented work values have a positive effect on affective organizational commitment.