Understanding Y

While we know what personality attributes members of Generation Y typically hold, as well as what attributes of work they find necessary or desirable, very little of the research conducted in the popular press or in academic journals delves into a more conceptual understanding of the notion of work, career, and work-life balance. Clair (1996), in her research uncovering the notion of what is (and is not) a ‘real job’ asserts that “the meaning and value of work is relative and communicatively created” (p. 253) and several other scholars before and after her have echoed similar testaments (Buzzanell & Goldzwig, 1991; Cheney & Ashcraft, 2007; Coupland, 2004; Lewis, 1996; Matchett, 2008; Miller, 2003).

More than a decade ago, Lewis (1996) called for a change in organizational culture to be more cognizant of issues surrounding work and life. Specifically, he stated,

It is important at this stage to take stock and ask to what extent traditional assumptions about the separation or work and personal lives are being challenged by current workplace initiatives and how further progress can be encouraged (p. 1).

Following Lewis, Buzzanell and Goldzwig (1991) went to great lengths to explore the notion of ‘career’ according to the language we use to describe it and Coupland (2004) extended this literature by learning how individuals in the beginning of their working life talked about the notion of career as opposed to the middle as was typically studied. Additionally, in a 2007 article by Cheney and Ashcraft that examined the implications of taking the term ‘professional’ for granted, they argue “In an ever changing world there is a need to constantly reexamine the meanings and implications of the terms we use” (p. 4). In very similar ways, a redefinition of the concept of ‘work’ is necessary in order to fully understand it. Miller (2003) concludes her book Organizational Communication with a series of questions pertinent to the current generation of workers. Among them are questions surrounding the nature of work.

Therefore, the purpose of this study is to examine the symbolic meaning of work, career, and work-life balance members of Generation Y hold. Following a review of literature surrounding work/career, work-life balance, and a call for redefining evolving concepts, the following research questions guide this study:
RQ1: How do members of Generation Y understand work and career?
RQ1a: How do members of Generation Y define work?
RQ1b: How do members of Generation Y define career?
RQ1c: What is the difference of work and career, if any?
RQ1d: How do members of Generation Y explain the role of work in their lives?
RQ2: How do members of Generation Y understand work-life balance?
RQ2a: How do members of Generation Y define work-life balance?
RQ2b: How do members of Generation Y achieve work-life balance?
RQ3: What is the significance of Generation Y’s understanding of work, career, and work- life balance on organizations?