Generational Differences and Organizational Behavior: Mapping Trends, Gaps, and Future Directions

Noorlailahusna Mohd Yusof, Azlyn Ahmad Zawawi, Hafizah Hammad Ahmad Khan and Azyyati Anuar
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Noorlailahusna Mohd Yusof: Faculty of Administrative Science and Policy Studies, UiTM Cawangan Kedah, Kampus Sungai Petani
Azlyn Ahmad Zawawi: Faculty of Administrative Science and Policy Studies, UiTM Cawangan Kedah, Kampus Sungai Petani
Hafizah Hammad Ahmad Khan: Faculty of Business and Management, University Teknologi MARA (UiTM) Cawangan Kedah, Kampus Sungai Petani
Azyyati Anuar: Faculty of Business and Management, Digital Innovation and Social Entrepreneurship, University Teknologi MARA (UiTM) Cawangan Kedah, Kampus Sungai Petani

International Journal of Research and Innovation in Social Science, 2025, vol. 9, issue 10, 2818-2827

Abstract: Generational differences in organizational behavior have become a widely debated topic in both scholarly and managerial contexts, with claims that varying values, attitudes, and workplace behaviors across cohorts significantly influence organizational outcomes. Despite the popularity of generational discourse, the empirical evidence remains fragmented and, at times, inconclusive, leading to persistent misconceptions and gaps in understanding. Addressing this problem, the present study aims to systematically map existing research on generational differences in organizational behavior, critically analyze prevailing trends, identify conceptual and methodological gaps, and propose future directions for inquiry. Using Scopus AI analytics, the study employed an integrative AI-assisted research landscape approach guided by a targeted search string encompassing constructs of generational identity, organizational behavior, motivation, communication, and leadership. The analysis drew on Scopus AI's features, including summary and expanded summary, concept mapping, identification of topic experts, and detection of emerging themes. Findings reveal that while generational cohorts exhibit some differences in work values, job satisfaction, commitment, creativity, and turnover intentions, fundamental motivations remain relatively consistent across age groups. Moreover, gaps persist in the overreliance on Western contexts, underrepresentation of older workers and Generation Z, and limited longitudinal or mixed-methods designs. The study highlights the importance of integrating lifespan development and social constructionist perspectives to enrich the theoretical framing of generational research. Practically, the results suggest that organizations should avoid stereotyping based on generational labels and instead foster inclusive, flexible strategies that accommodate individual and cultural diversity. Overall, the study advances a nuanced understanding of generational dynamics in organizational behavior and charts pathways for future research.

Date: 2025
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