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Work is an activity in itself, a process in which man, by his own action, intercedes, regulates and controls his metabolism with nature. The perception of work is part of everyday life, and depends on the understanding and different habits of people. These people are differentiated by the characteristics related to the ways of acting and thinking, and by the year in which they were born, thus they are denominated as generations X and Y, whose characteristics are evidenced in the personal as well as professional scope. In organizations, conflicts arise due to the divergence of mental models, since living with the specific differences of these generations without compromising the efficiency and effectiveness of work is extremely necessary for organizational performance. This study aims to compare the meaning of work for the generations X and Y, as well as to highlight the differences that each generation has as a perception of the current job market. The method used listed a descriptive quantitative research. The main results point out that although the generations have different characteristics, they showed similar results, however, the generation X has the salary as the main motivator of the work, as well as makes the constant use of technologies, in this respect, it looks like the generation Y, Which constantly seeks product innovation. [ABSTRACT FROM AUTHOR]

Currently, four generations live together in the workplace: Baby Boomers and Generations X, Y and Z. Baby Boomers and Generation Z show some particularities around longevity in the workplace that distinguish them from Generations X and Y. Hence, this paper aims to analyze if there are differences in the behavior of Generations X and Y in organizations. Thus, three constructs were applied: organizational commitment, job satisfaction and intention to stay. They were applied under three different scales: Scale of Affective Organizational Commitment by Mowday, Steers and Porter (1979); Scale of Satisfaction by Price and Mueller (1981; 1986); and Scale of Intention of Staying by Porter, Steers, Mowday and Boulian (1974). A questionnaire of 16 questions was applied to a sample of 320 people whose difference in responses was analyzed by the method of ANOVA, pointing out the influential factors in behavior of these two generations. The results showed highly commitment but low intention to stay, regardless of the generation. However, individuals of Generation X seem to be more satisfied in organizations where they currently are than individuals of Generation Y. These results conduct more to similarities than to differences in behavior. Therefore, organizations should worry more with establishing ways to motivate, retain and promote a healthy coexistence between the prevailing generations than with behavior differences. [ABSTRACT FROM AUTHOR]