An integrated model of intergenerational conflict: the influence of social identity on motivational orientation and conflict strategies

Abstract

With the upsurge of older adults still working and later cohorts entering the workforce, intergenerational conflict is becoming a major concern. Research has put much emphasis on the differences between generations without considering the way intergenerational conflict is perceived. According to the dual concern model, conflict strategies can be determined on the basis of motivational orientation: concern for self, concern for others. On the other hand, according to social identity theory, conflict arises when in-group and out-group members engage in comparisons and try to gain advantages over the opposing group. Since both theories consider the self and other, it is hypothesized that they can be integrated to explain intergenerational conflict, with motivational orientation and conflict strategies predicted by social identity. The experimental study employs a 2 (Subgroup identity salience: low VS high younger/older group membership) x 2 (Superordinate identity salience: low VS high organizational group membership) factorial design. At the time of writing this abstract, 142 postgraduate students (age: M = 30.70, SD = 7.91; sex: 65% females) are randomly assigned to one of four experimental conditions. Participants respond to a hypothetical scenario about work conflict. Using ANOVA and planned contrasts, preliminary analysis reveal that superordinate identity salience increases integrating (t(64) = 1.89, p < .05), obliging (t(64) = 1.69, p < .05), and compromising strategies (t(64) = 1.73, p < .05) while subgroup identity salience increases dominating strategies (t(64) = 1.99, p < .05), but only when interdependent self construal is low. An opposite pattern is found among the high interdependent individuals. Findings obtained from this study provide practical implications for reducing intergenerational conflict in the workplace.