Generationenmanagement unter Beachtung möglicher Generationenstereotype

The academically trained Generation Y, which is currently entering the working world in large numbers, is causing a stir and a debate. And rightly so? A view from the perspective of epigenetically based developmental psychology first confirms the justification of the generational concept. However, a reliable (reliable and valid) measurement of generation Y mindsets is required in view of the negative consequences of stereotypes. Does Generation Y differ in various occupational variables from the previous generations of the standard samples of psychometric test procedures? Is there a typology within Generation Y? On a student sample (n = 527), social competence (ISK), performance motivation (BIP) and competence and control conviction (FKK) were collected. Statistical tests for mean differences as well as a cluster center analysis were carried out. Statistically significant differences to the previous generation can be seen in all areas. Within Generation Y, however, there are different types, although about one-third fit the descriptions.

Practical relevance: Potential generational stereotypes should therefore be considered in recruiting and onboarding concepts: Every person is unique. Such an individualized fit between person and workplace can reduce negative psychological strain at work.