Bridging the gap: how generational work values influence job satisfaction and turnover intention in the construction industry

Purpose Despite increasing workforce diversity, limited research examines how generational work value differences affect organizational outcomes in Asia’s construction industry. Understanding this is crucial as misaligned values may reduce job satisfaction and increase employee turnover. This study aims to address this gap by investigating generational work value differences and their effects on job satisfaction and turnover intentions among construction employees in Myanmar. Design/methodology/approach Questionnaire data were collected using stratified sampling with equal representation from Generations X and Y, yielding 350 responses from construction employees in Myanmar. The Mann–Whitney U test compared generational differences in work values, while correlation analysis examined relationships between work values, job satisfaction and turnover intentions across both generations. Findings The results revealed that Generation Y rated freedom, intrinsic- and extrinsic-related factors of work values more importantly than Generation X. It was further identified that Generation X’s work values had a more profound relationship with job satisfaction than Generation Y’s. The work value dimensions influenced the turnover intentions of Generation X and Generation Y employees differently. Different approaches are required to enhance job satisfaction and mitigate turnover intentions among construction employees in Generation X and Generation Y. Originality/value While prior studies focus mainly on Western contexts, this research advances understanding of generational work value differences in a developing Asian setting. By examining their effects on job satisfaction and turnover intentions, this study contributes to the limited literature on workforce dynamics in the construction industry.