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The Millennial Generation

Author

Listed:
  • Pasi Pyöriä
  • Satu Ojala
  • Tiina Saari
  • Katri-Maria Järvinen

Abstract

This article puts to the test the notion that younger generations, most notably the Millennials, value work less than older generations do. The analysis, deploying a linear probability model, is based on Statistics Finland’s Quality of Work Life Surveys, 1984 to 2013. Focusing on labour market entrants aged 15 to 29, we address two main themes: the value given to work, leisure and family life, and work commitment. Regardless of age, the value given to work has remained consistently high for the past three decades. At the same time, leisure and family life have gained increasing importance, not only among the Millennials but also among older generations. The Millennials are more prepared to change to a different occupational field than older employees, but this is not a new tendency, and therefore the generational gap remains unaffected. The evidence does not support the argument that the Millennials are less work-oriented than older generations.

Suggested Citation

  • Pasi Pyöriä & Satu Ojala & Tiina Saari & Katri-Maria Järvinen, 2017. "The Millennial Generation," SAGE Open, , vol. 7(1), pages 21582440176, March.
    • Handle: RePEc:sae:sagope:v:7:y:2017:i:1:p:2158244017697158
    DOI: 10.1177/2158244017697158
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    References listed on IDEAS

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    1. Koerselman, Kristian & Uusitalo, Roope, 2014. "The risk and return of human capital investments," Labour Economics, Elsevier, vol. 30(C), pages 154-163.
    2. Pasi Pyöriä & Satu Ojala, 2016. "Precarious work and intrinsic job quality: Evidence from Finland, 1984–2013," The Economic and Labour Relations Review, , vol. 27(3), pages 349-367, September.
    3. Stewart, Jeanine S. & Oliver, Elizabeth Goad & Cravens, Karen S. & Oishi, Shigehiro, 2017. "Managing millennials: Embracing generational differences," Business Horizons, Elsevier, vol. 60(1), pages 45-54.
    4. Ottar Hellevik, 2009. "Linear versus logistic regression when the dependent variable is a dichotomy," Quality & Quantity: International Journal of Methodology, Springer, vol. 43(1), pages 59-74, January.
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    Cited by:

    1. Craig Berry & Sean McDaniel, 2022. "Post-crisis precarity: Understanding attitudes to work and industrial relations among young people in the UK," Economic and Industrial Democracy, Department of Economic History, Uppsala University, Sweden, vol. 43(1), pages 322-343, February.
    2. Bălan Mădălina & Marin Silvia & Mitan Andreea & Pînzaru Florina & Vătămănescu Elena-Mădălina & Zbuchea Alexandra, 2019. "Leaders in focus: generational differences from a personality-centric perspective," Management & Marketing, Sciendo, vol. 14(4), pages 372-385, December.
    3. Syed Jamal Abdul Nasir & Nur Ain Syazmeen Ahmad Zaki, 2021. "Examining Proactive Career Management Behaviour, Readiness and Graduateness among First Degree Students in Selected Public Universities," International Journal of Asian Social Science, Asian Economic and Social Society, vol. 11(4), pages 230-239, April.
    4. Ahmet Alkan Çelik & Mert Kılıç & Erkut Altındağ & Volkan Öngel & Ayşe Günsel, 2021. "Does the Reflection of Foci of Commitment in Job Performance Weaken as Generations Get Younger? A Comparison between Gen X and Gen Y Employees," Sustainability, MDPI, vol. 13(16), pages 1-19, August.
    5. Ángel Alloza-Losana & Enrique Carreras-Romero, 2021. "Invariance of the Reputation Emotional Index RepTrak Pulse: A Study Validation on Generational Change," Corporate Reputation Review, Palgrave Macmillan, vol. 24(3), pages 143-157, August.
    6. HÉDER-RIMA Mária, 2020. "How Can Work Be An Experience?," Annals of Faculty of Economics, University of Oradea, Faculty of Economics, vol. 1(1), pages 356-366, July.

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