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This chapter aims to provide nuance into the issue of generational cohort differences at work by focusing on the role of contextual moderator variables. Theory and hypotheses derived from the research on generational differences, psychological contracts, and work values are contrasted to a countervailing set of hypotheses derived from theory and research on the confluence of age and Person-Environment (P-E) fit. Complex patterns of interactive effects are posited for both alternatives. The results favored a generational hypothesis regarding the positively valenced construct of job satisfaction but an age-based hypothesis for the negatively valenced construct of turnover intentions. Results are tested using a subset from a large and nationally representative sample of adults from the US workforce (n = 476). Results offer mixed support for both age and generational cohorts, qualified by the specific type of outcome at hand.

This study aims to examine Millennials and generational differences in online gambling activity by comparing online gambling behavior across four different generations: Silent Generation, Baby Boomers, Gen Xers and Millennials.

The sample comprised tracked gambling data at the individual player level provided by an online casino accepting real money wagers in a major US gambling market. Attributes of gambling behavior were examined and compared across different generations using Kruskal–Wallis test and pairwise comparisons.

Generational differences were observed in 13 of the 16 behavioral variables. Millennials spent the least amount of time on gambling and exhibited the lowest scores on the number of days for slot gambling, trip length and trip frequency among all generations. However, their average table gaming volume per play day was greater than those of other generations.

The results of this study provide a better understanding of the generational differences in online gambling behavior. They also help casino operators and gaming machine manufacturers develop casino games and products that can appeal to different generational groups in the online gambling market.

Despite the on-going industry discussion about Millennials and their potential influence on the online gambling market, there appears to be a paucity of empirical research on the online gambling behavior of the Millennial generation. This study fills that gap in empirical evidence, addressing generational differences in online gambling.

The purpose of this paper is to provide an insight into differences in work values and Person–Organisation (P–O) fit of Baby Boomers, Gen X and Gen Y in India and to understand the relationship between (P–O) fit values and turnover intention of Generation Y employees.

The work values were measured using an adapted version of Lyons Work Values scale. The generational differences in work values and P–O fit were studied using multivariate analysis of variance and relationship between P–O fit values and turnover intention of Gen Y employees was studied using polynomial regression and response surface methodology.

Significant differences in work values were observed between Generation Y and older generations. Generation Y also reported significantly higher discrepancy in P–O fit values than Generation X and Baby Boomers. This had an effect on their turnover intention.

A cross-sectional design was used to study the generational differences in work values where the generation effects may have been confounded with age effects.

The differences in work values and P–O fit values of Generation Y and older generations provide input into designing organisation systems and structures more suitable for younger generations to manage the high turnover among Generation Y in India.

This is one of the first studies on generational differences in work values and P–O fit in the Indian context. It is also one of the first to investigate relationship between P–O fit and turnover intention of Generation Y in India.

This study aims to investigate generational disparities of Chinese Generation (Gen) X and Y tourists by examining their loyalty determinants in a luxury hotel setting.

A survey of five-star hotel guests in Macau yielded 285 complete responses. Structural equation modeling was used to test the quality-loyalty framework through the mediating roles of perceived value and satisfaction, with a multi-group comparison to examine generational differences.

The results indicate that top quality rooms and services are high on the agenda of both generations, while Gen X places more weight on convenience and food and Gen Y on security; satisfaction does not induce loyalty, whereas value fully or partially mediates the quality-loyalty relationship; and Gen X is value-centered in building loyalty, yet Gen Y exhibits both value consciousness and stronger demands for upscale quality features.

The findings help hotel managers cater to different generations by improving determinant attributes of service quality and enhancing hotel value.

The study makes noteworthy contributions to the generational differences of Chinese tourists and sheds light on future research in tourism and hospitality to explore the characteristics of young generations.

The rising costs of recruiting and hiring workers and the seismic shift of age demographics in the United States workforce has created much stir around the concept of generational cohorts. Although much has been done by researchers and practitioners alike to attempt a better understanding of each generational group’s leadership preferences, confusing and contradictory results has attracted much criticism. This critique has inspired efforts to look at the concept of leadership and followership preference through an alternative lifespan developmental lens. Because leadership influences are inherently social influences, a person’s overall lifespan development level may potentially provide a deeper perspicacity of the phenomenon than examining it from the more conventional generational cohort perspective. However, specific research into this area is lacking. This paper adds to the literature by uncovering what we are missing in research and practice when we look at age-related leadership phenomena solely from a generational cohort perspective. A review of the contradicting literature on generational cohorts and leadership is offered. Next, specific lifespan developmental theories are examined, and propositions and implications of such research are extended.

The purpose of this paper is to first explore whether Australia and the main metropolitan areas demonstrate significant differences in tenure and property type between generational groups. Second, whether the millennial generation is more likely to rent rather than own. Third, if such variation in tenure and property type by millennials is one of individual choice and lifestyle or the impact of housing market inefficiencies.

This paper employs a comparative research approach using secondary data from the Australian Bureau of Statistics (ABS) to consider housing tenure and type distributions across generations as well as through cross-city analysis.

The results show that home ownership is still the dominant tenure in Australia, but private rental is of increasing significance, becoming the tenure of choice for Millennials. Owner occupation is shown to remain and high and stable levels for older generations and while lower in percentage terms for Generation X; this generation exhibits the highest growth rate for ownership. Significant differences are shown in tenure patterns across Australia.

The significance of this paper is the focus on the analysis of generational differences in housing tenure and type, initially for Australia and subsequently by major metropolitan areas over three inter-census periods (2006, 2011 and 2016). It enhances the understanding of how policies favouring ageing in place can contradict other policies on housing affordability with specific impact on Millennials as different generations are respectively unequally locked-out and locked-in to housing wealth.

Grounded in the cognitive appraisal theory, this paper aims to investigate how employees cognitively evaluate and respond to the introduction of service robots, with a particular focus on generational differences.

Data was collected from hospitality employees across different generations in the USA, and 279 responses were analyzed using partial least squares structural equation modeling.

The results indicate negative service robot awareness and perceived risk significantly contribute to increased turnover intentions, with job insecurity mediating these associations. Notably, Generation Z employees exhibit distinct attitudes toward service robots compared to older generations, indicating a varying response pattern across different generational cohorts.

Organizations operating in the hospitality industry can use these findings to tailor interventions aimed at addressing concerns related to job insecurity and turnover intentions arising from the integration of service robots. Recognizing the diverse perspectives among different generational groups, organizations can implement targeted approaches to ensure a smoother transition and enhance employee acceptance of service robot technologies.

This study contributes to the literature by shedding light on the nuanced interplay between employees’ cognitive evaluations, generational differences and the introduction of service robots in the hospitality sector. The insights generated offer valuable guidance for both academics and industry practitioners, facilitating the development of strategies to foster a mutually beneficial integration of service robots into the workforce.

本研究基于认知评估理论, 探讨员工如何对引入服务机器人进行认知评估和响应, 特别关注世代差异。

采集了来自美国不同世代的酒店员工的数据, 分析了279份回应, 采用了部分最小二乘结构方程建模（PLS-SEM）分析方法。

研究结果显示, 对服务机器人的负面认知和感知风险显著增加了员工的离职意向, 工作不安全感在这些关系中起到了中介作用。值得注意的是, 与老一辈相比, Z世代员工对服务机器人表现出明显不同的态度, 显示出不同世代群体对服务机器人的响应模式各异。

本研究通过揭示员工认知评估、世代差异和服务机器人引入在酒店业中的微妙互动, 对文献做出了贡献。所得的洞见为学术界和行业从业者提供了宝贵指导, 有助于制定策略, 促进服务机器人与工作人员的互利融合。

在酒店业运营的组织可以利用这些发现来定制干预措施, 解决由引入服务机器人引发的工作不安全感和离职意向问题。认识到不同世代群体的多样化观点, 组织可以实施有针对性的方法, 确保服务机器人技术的平稳过渡, 增强员工对其的接受度。

The purpose of the study is to group Lebanese wine consumers based on generational cohorts. It also explores the characteristics of the customers in each group based on wine attributes, information sources, wine consumption, purchase behaviour and socio-economic characteristics.

The data in the study were collected from the main supermarkets, hypermarkets and special liquor outlets, as well as upscale restaurants serving alcohol in the Lebanese capital, Beirut, through a structured questionnaire. Respondents were intercepted by using convenience sampling. Out of 700 people approached, 444 surveys were collected.

After splitting consumers into four different generational groups, namely, baby boomers, Generation X, millennials and Generation Z, the study clearly identified the differences between generations regarding wine attributes, information sources, purchasing and consumption and socio-demographic characteristics.

Although there are numerous studies on the investigation of wine consumers in the literature from various countries, this is the first study looking at wine consumers in one of the Middle Eastern countries, Lebanon.

The purpose of this paper is to propose a framework for understanding the particular issues associated with leading an intergenerational workforce. It presents promising strategies in the areas of talent management, decision making and internal communication to maximize the strengths and minimize the potential challenges of such a workforce.

This conceptual paper blends a review of descriptive research on generational differences and commonalities in work needs and preferences together with practice-based implications for management and organizational leadership.

A conceptual framework highlights generational issues as both individual- and organizational-level variables to be considered by leaders, and proposes that intergenerational leadership should strive toward achieving a balance between meeting individual and organizational needs. Specific management activities and approaches highlight opportunities for leaders to address generational needs, while paying attention to both commonalities and differences across generations, and create a positive intergenerational work environment.

No clear conceptual framework or model currently exists to help understand and organize the similarities and differences in needs and preferences across generations in a workforce. The paper also offers a series of practical recommendations for organizational leadership based on the proposed framework.

Sports organizations have a strategic interest in utilizing video games as a means to generate commercial opportunities and increase participation in their respective sports. This study aims to investigate the specific features of sports video games (SVGs) that may significantly influence gamers’ desire to own virtual items, their Willingness to Pay (W2P) for these items and their participation in real-life soccer activities. The research also considers generational cohorts, and the amount of time gamers spend playing video games, offering a preliminary analysis of potential differences among various demographic groups and gamer types. Conducted in collaboration with the Fédération Internationale de Football Association (FIFA), the practical implications of this research aim to provide FIFA and other sports organizations with a foundational basis for the selection and collaborative development of SVGs.

To the best of the authors’ knowledge, this is the first attempt to determine the impact of concrete SVG features on consumers’ Ownership, W2P and Participation. Hence, a new survey construct needed to be developed based on an extensive review of scales that have been used by researchers to assess gamers’ gratifications and motivations for playing video games. The new construct was tested and refined through exploratory factor analysis. This study subsequently uses structural equation modeling to explore the impact of various SVG features on Ownership, W2P and Participation.

The results of this study indicate that, from a commercial perspective, competition, collaboration and social interaction appeal to gamers and drive Ownership and W2P in SVGs. Additionally, discovery and exploration enhance the SVG experience further motivating gamers to spend on in-game content. Fantasy, Escape and Sport Context are critical determinants of soccer Participation, as they enable gamers to immerse themselves in a virtual environment that offers experiences unattainable in real life. These features can strengthen gamers’ identification with soccer, making real-life Participation more appealing. Competing, Socializing and Relationship features also boost Participation by fostering a feeling of community and social interaction, encouraging gamers to seek similar real-world experiences. The findings of this study indicate that a universal approach may be ineffective, as various target audiences are motivated to engage in commercial transactions or participate in soccer based on different SVG features. Consequently, it is essential for sports organizations to segment their target audience and strategically develop SVGs that cater to the distinct needs of each group.

Future research should aim to draw more representative samples by including a broader range of demographics, income levels and geographic locations. This would ensure that findings are generalizable across different segments of the population. The study also offers first insights into the preferences of different types of gamers according to their age group and time spent playing. However, additional research is needed to determine the preferences of additional types of gamers, for instance, by creating dedicated gamer marketing personas based on parameters like frequency of play, length of an individual gaming session, number of games owned, etc.

For sports organizations like FIFA, focusing on SVGs with multiplayer experiences, social features and competitive gameplay is crucial. Monetization strategies should capitalize on gamers’ desire to stand out and succeed in social and competitive contexts. With the additional focus on the discovery of rare items, sports organizations should integrate scarcity, exclusivity and discovery mechanics into their video games. The combination of social competition and the thrill of discovering rare items can drive higher engagement, loyalty and revenue. To inspire greater Participation in real-life soccer, sports organizations like FIFA should strategically select or develop video games that harness the power of immersion into a virtual sports environment by incorporating “Fantasy”, “Escape” and “Sport Context” features into SVGs. By creating immersive experiences that encourage gamers to connect with the sport on a deeper level, SVGs can effectively drive real-life soccer engagement.

To the best of the authors’ knowledge, this is the first time a study explores the concrete features of SVGs that may have a significant impact on gamers’ desire to own virtual items (Ownership), on consumers’ W2P for these items and on Participation in real-life soccer activities. Unlike previous research, which has predominantly concentrated on video games in general or specifically on the sports simulation game subcategory within SVGs, this study adopts a broader perspective by considering all types of sports-themed video games.