Generational Differences in Work Values, Employee Engagement, and Organizational Culture: Inputs for Human Resource Development Plan

This study aims to assess the work values, employee engagement, and organizational culture differences when generations were considered. The research used descriptive and comparative research designs and employed an adopted questionnaire for data gathering among the 330 employees. The statistical analysis included the use of composite mean, ranking, t-test, and analysis of variance. Results showed the respondents placing high importance to work values while generally high on employee engagement and organizational culture. There were areas under employee engagement and organizational culture that reflected favorable but relatively low scores, which became the focus of discussions and recommendations. Only work values had significant differences when compared alongside generational cohorts while employee engagement and organizational behavior had no significant differences. The same findings were observed when the variables were compared alongside other demographic categories such as marital status and gender. Inputs for human resource development plan focusing on unique generational characteristics, work values, the possibility of engagement among employees, and attributes that can be used in creating a strong organizational culture were also provided for the benefit of Company M and as the output of the study

Keywords: Employee Engagement, Generational Differences, Organizational culture, Work Values