Discussions of the influence of generational differences—the notion that there are demonstrable dissimilarities between members of different groupings of successive birth cohorts that manifest as differences in work outcomes—are ubiquitous in both the popular business and management literature and across various topics of research in the I-O/OB/HR realm. For example, recent surveys of the “Top 10 Workforce Trends” published by SIOP since 2015 all recognize that, in some capacity, generations and the differences (that are assumed to exist) between them have some bearing on the type of work that we do as I-O psychologists (e.g., SIOP, 2016). The SIOP website has likewise featured news releases and blog postings on the topic of generational differences (e.g., SIOP, 2010; 2012). Additionally, since 2013, the APA’s “Work and Well-Being Survey” reports the results of a number of generational group comparisons for several work outcomes (e.g., work stress, job satisfaction, involvement), ostensibly as a means of demonstrating the effect that generational membership has on such outcomes (e.g., APA, 2017). Finally, in 2015, a focal article on generational differences featured in Industrial and Organizational Psychology: Perspectives on Science and Practice invited commentary on ideas surrounding generational differences at work (Costanza & Finkelstein, 2015).