The article analyzes the generational (age cohorts) effect on subjective wellbeing at work. The main aim is to reveal generational differences that lead to subjective wellbeing at work and possible discrepancies between the generations. The article contributes to the literature by creating and testing a theoretical model of subjective wellbeing at work as a composition of several dimensions that vary among generations, including physical experience, cognitive job performance, and appraisal, as well as social relationships and socio-emotional enablement at work. Using the military as an organization where daily routine creates similar conditions for different generations, we surveyed 890 army professionals representing three different generations: Gen Y, Gen X, and Gen Z. A structural equation modelling (SEM) technique is used to test the research model. The results support the hypothesis that generation has a strong moderating impact on the components of subjective wellbeing at work. Social relationship, as a socio-emotional experience, is the most important component of wellbeing at work for Gen Z, while socio-emotional enablement plays a central role in subjective wellbeing at work for Gen X and Gen Y.

中文翻译：

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迈向可持续人力资源：代际差异如何影响军队的主观幸福感？

本文分析了代际（年龄组）对工作主观幸福感的影响。主要目的是揭示导致工作中主观幸福感的代际差异以及代际之间可能存在的差异。本文通过创建和测试工作中主观幸福感的理论模型为文献做出贡献，该模型由几代人不同的几个维度组成，包括身体体验、认知工作绩效和评估，以及社会关系和社会情感支持在工作。我们将军队作为一个日常工作为不同世代创造相似条件的组织，调查了代表三个不同世代的 890 名军队专业人士：Y 世代、X 世代和 Z 世代。结构方程模型 (SEM) 技术用于测试研究模型。结果支持了这一假设，即世代对工作中主观幸福感的组成部分具有很强的调节作用。社会关系作为一种社会情感体验，是 Z 世代工作幸福感的最重要组成部分，而社会情感支持在 X 世代和 Y 世代的主观幸福感中起着核心作用。