NGUYEN THI BICH NGA | ID: 52789831.IntroductionOver the years, the demographics of workforce is believed to have an important impact on work-related issues. In this report, generational differences in characteristics and motivation, workenvironment preferences and some other work issues are analyzed. In order to achieve betterunderstanding of the problem, this report will summarize the key finding, synthesize 3 articlesand thereof provide some critical analysis to facilitate readers with important insights about thistopic.2.Overview2.1. Relationship between generational differences and work criteriaPopular media and press tend to believe that the generational differences play an important partin forming work-related issues. However, Costanza et al 2012 conducted a quantitative review ofprevious research on generational differences in work-related attitudes which showed a differentview. The study expressed his opinion about four generations: Traditional, Baby Boomer,Generation X, Millennial on three work-related categories: job satisfaction, commitment,turnover intention. The nature of this research discussed the relationship between work-relatedissues and generational cohorts which is proved to be minimal regarded that work - relatedcriteria are largely attributed to other contributors. In terms of job satisfaction, older generations are partly more satisfied with their job thanyounger generations but the figure is varied. Similarly, referring to organizational commitmentand the turnover intention, there still be a small difference between chronological age.Consequently, the older generation seem to be more loyal to the organization which leads us tobelieve that the outcome variables are highly affected by other contributors excludingchronological age. Since all three patterns above are inconsistent and irregular, the resultsobviously do not support the hypothesis of the differences mentioned above.