Past research has provided valuable insights into generational differences in career-related factors, yet the impact of these differences on well-being and the underlying mechanisms driving this
relationship remains less understood. Grounded in social exchange theory, this study investigates generational differences – specifically between Generation X (Gen Xers) and Generation Y (Millennials) –
in the relationships between organisational career management (OCM), psychological contract fulfilment, and two key indicators of well-being, namely, work engagement and job burnout.
Focusing on the hospitality workforce, which faces significant career opportunity limitations and well-being challenges, this study surveyed 550 employees across 20 medium- and large-sized hotels in Thailand. Our findings show that OCM had indirect effects on both work engagement and job burnout through psychological contract fulfilment. These indirect effects were more pronounced
for Millennials than for Gen Xers, which suggests that Millennials are more sensitive to OCM. Group difference analyses further reveal that Millennials, compared to Gen Xers, perceived lower OCM and
psychological contract fulfilment, and experienced lower work engagement and higher job burnout. These results underscore the importance of tailoring career management practices to accommodate
a multi-generational workforce.