Exploring age-related stereotypes of emerging adults within the South African work context
Abstract
Currently, the workplace is populated primarily by employees from three different generations:
‘Baby Boomers’, ‘Generation X’, and ‘Generation Y’. Forming part of Generation Y are the
emerging adults. These individuals entail the most recent demographic group entering the
workplace and are from the ages of 18 to 25. Emerging adults introduce unique and different
characteristics to the workplace. These individuals also differ from other generations in their
employment desires and working styles. As a result, employees from other groups (out-group)
tend to formulate different stereotypes about the emerging adults (in-group). Age stereotypes
of emerging adults are, therefore, a common occurrence within workplaces. Stereotypes that
are formed within organisations can impact both the individual and the organisation.
The objective of the present study was to explore age-related stereotypes that emerging adults
experience and the impact of these generalised ideas, specifically within the South African
context. A qualitative research design was employed based on the social constructivism
paradigm to reach the research objectives. A phenomenological approach was followed using
a combination of purposive and snowball sampling. Employees from various South African
organisations (N = 25) were interviewed and form part of the three mentioned generational
groups, namely Generation Y, Generation X and the Baby Boomers. The selected organisations
formed part of financial, mining, construction, and consulting sector. Data were collected
through semi-structured interviews, and analysed by applying the steps of thematic analysis.
The results of the study indicated that various stereotypes exist about emerging adults within
the selected South African organisations. The stereotypes were explored in terms of an outgroup
(older employees) and in-group (emerging adults). Emerging adults experience various
positive and negative stereotypes in the workplace. The most prevalent stereotypes expressed
by older employees were negative and related to the emerging adults’ attitude within the
organisation, the skills they had to offer, having a sense of entitlement, and being dependant
on others. Emerging adult participants were also aware of being stereotyped themselves.
Results indicated that the emerging adults predominantly held negative stereotypes about individuals within their group (in-group). Results further indicated that these stereotypes
influence emerging adults in a behavioural, cognitive and emotional manner. These stereotypes
also influence the way emerging adults are treated by older employees within the workplace.
Recommendations were made with regard to future research and practice. The present study
creates awareness within organisations of age stereotypes attributed to emerging adults. By
being aware, employees can manage the influences of such generalising ideas within the
workplace