It has been suggested in the media and popular press that there are differences between the generational cohorts (Veterans, Baby Boomers, Generation X and Generation Y) and that organisations need to manage people from each cohort differently. However, the evidence is largely anecdotal. This study investigates whether the popular characterisations of generational cohorts are valid, using qualitative and linear discriminant analysis. 164 participants completed a 69-item questionnaire developed from an independent sample of 64 repertory-grid interviews in which interviewees described their ideal job. More similarities than differences were found: only 8 of the 69 constructs provided a reasonable level of discrimination between generational cohorts. Our results challenge the popular depictions of generational cohorts.
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