Understanding Generational Differences in Work Values: Evidence from Faculty in Chinese Private Universities

Aims: This study examines the characteristics of work values among lectures from different generations in private universities and to explore the generational differences in these values. Additionally, it examines the characteristics of work values among employees of different genders, marital statuses, and levels of education. Study Design: A cross-sectional survey was conducted among faculty members from three private universities in Guangxi, China (N = 332). Place and Duration of Study: Three private universities in Guangxi, China; between September–December 2025. Methodology: A questionnaire survey was conducted among 332 lecturers from private universities to examine the characteristics of their work values and to explore generational differences in work values among teachers from different generations. Results: A total of 332 respondents were included in the analysis. ANOVA results indicated significant generational differences in two dimensions of work values. Specifically, the mean score for comfort and security increased from Generation X (M = 3.745, SD = 0.621) to Generation Y (M = 3.837, SD = 0.560) and Generation Z (M = 3.926, SD = 0.694) (F = 3.180, p = 0.043). Tukey post-hoc analysis showed that Generation Z scored significantly higher than Generation X (p = 0.050). For ability and growth, Generation Y reported the highest score (M = 3.866, SD = 0.839), followed by Generation Z (M = 3.781, SD = 0.838) and Generation X (M = 3.721, SD = 0.731) (F = 3.082, p = 0.047), with a significant difference between Generation X and Generation Y (p = 0.042). No significant generational difference was observed for status and independence (F = 0.403, p = 0.669). Conclusion: Generation Z reported the highest score in the comfort and security dimension, whereas Generation Y showed the highest score in ability and growth. For the status and independence dimension, Generation Z again recorded the highest mean score. Additionally, gender, marital status, and level of education significantly influence work values. These findings contribute to a deeper understanding of the work value orientations of faculty members from different generational cohorts and provide practical implications for administrators of private universities to formulate more targeted management strategies. However, as this study relies on cross-sectional data, it is unable to capture the dynamic changes in work values across Generation X, Generation Y, and Generation Z over time.