Personal control antidotes to the strain consequences of generational conflict as a stressor: A two‐study constructive replication and extension

Abstract

Purpose

This paper aims to investigate the interactive effects of generational conflict and personal control (i.e. self‐regulation and political skill) on strain‐related outcomes (i.e. job tension, and job tension and job dissatisfaction).

Design/methodology/approach

This two‐study investigation employed a survey methodology to assess the efficacy of the predictive relationships. Study 1 consisted of 390 full‐time employees in a broad range of occupations, while 199 state agency employees participated in study 2.

Findings

Generational conflict was significantly positively related to job tension (i.e. in both studies) and job dissatisfaction (i.e. in study 2). Further, for individuals higher in self‐regulation (i.e. study 1) and political skill (i.e. study 2), these effects were attenuated. That is higher self‐regulation reduced job tension in study 1, and political skill was related to decreases in job tension and job dissatisfaction across all levels of generational conflict in study 2.

Research limitations/implications

Employees with greater personal control (i.e. self‐regulation or political skill) can avoid undesirable work outcomes related to generational conflict.

Practical implications

Individuals with greater personal control (i.e. self‐regulation or political skill) will be better able to navigate generationally based conflicts to experience less job tension and greater job satisfaction.

Originality/value

The paper focussed on generational conflict as a workplace stressor and substantiates the favourable properties of political skill as a neutralizer. of dysfunctional workplace stressors.

Citation

Hochwarter, W.A., Rogers, L.M., Summers, J.K., Meurs, J.A., Perrewé, P.L. and Ferris, G.R. (2009), "Personal control antidotes to the strain consequences of generational conflict as a stressor: A two‐study constructive replication and extension", Career Development International, Vol. 14 No. 5, pp. 465-486. https://doi.org/10.1108/13620430910989852