Organizational Psychology

Generational shifts and accompanying changes in workplace culture is an integral part oflife as older people retire and younger people join the workforce. This “generational turnover” can often lead to intergenerational conflicts if the hopes, expectations and social attitudes of different generations in the workplace vary widely and if they are not properly synchronized with the goals and values of their companies. In this regard, while several studies have been conducted in Western countries on the intergenerational dynamics at the workplace, in order to formulate appropriate policies and measures that better utilize the potential of young generations, empirical research on intergenerational interpersonal relationships in the workplace in non-Western contexts, particularly comparative research, is insufficient. This is especially the case with China and, to a lesser extent,Russia. Purpose. In this article, the result of a study on intergenerational differences in decoding workplace interactions involving different age groups is presented. Study design. 146 respondents from Russia and China, from younger and older generations took part in the research. The study used experimental research methods, combining visual materials and an open questionnaire to collect data. Findings. The study revealed significant differences in the terms of how different generational cohorts perceive intergenerational interaction at the workplace, and how cultural influences should be taken into account when evaluating such interactions. Value of the results. The study also shows that younger generations exhibit shared characteristics, regardless of country of origin.