Relevant bibliographies by topics / Baby Boomer; Generation X

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Baby Boomer; Generation X'

Author: Grafiati
Published: 4 June 2021
Last updated: 1 February 2022

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Journal articles on the topic "Baby Boomer; Generation X"

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Sparks Coburn, Amy, and Samantha J. Hall. "Generational differences in nurses’ characteristics, job satisfaction, quality of work life, and psychological empowerment." Journal of Hospital Administration 3, no. 5 (May 9, 2014): 124. http://dx.doi.org/10.5430/jha.v3n5p124.

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Objective: Currently, there are four generations in the nursing workforce. Each generation holds a different set of values that create challenges for managing a multi-generational workforce; these values affect nurses’ perceptions of quality of work life (QWL), psychological empowerment (PE), and job satisfaction (JS). The aims of this study are to (1) identify differences in the characteristics of Baby Boomer, Generation X, and Millennial nurses, (2) identify differences in the QWL between Baby Boomer, Generation X, and Millennial nurses, (3) identify differences in JS between Baby Boomer, Generation X, and Millennial nurses, and (4) identify differences in PE between Baby Boomer, Generation X, and Millennial nurses. Methods: This descriptive, comparative design was conducted via a web-based survey among 223 registered nurses in the USA. Data was collected using Survey Monkey. Results: Baby Boomers had significantly more years of experience, higher levels of both PE and JS as compared to Generation X and Millennial nurses. Conclusions: The findings of this study indicate the prominence of RNs’ sociological value systems on their perceptions of their workplace. Based on these findings, nurse managers can work to create an environment that is supportive of multiple generations; an environment that enhances PE and, in turn, JS.
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Mulyanti, Rita Yuni. "PERBEDAAN NILAI-NILAI KERJA GENERASI BABY BOOMER, GENERASI X DAN GENERASI Y (Survey Pada Karyawan Hotel Provinsi Jawa Barat)." Jurnal Ekobis : Ekonomi Bisnis & Manajemen 11, no. 1 (March 31, 2021): 79–91. http://dx.doi.org/10.37932/j.e.v11i1.251.

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Setiap generasi memiliki nilai-nilai yang dibentuk oleh peristiwa-peristiwa penting dalam sejarah yang mengubah arah perkembangan masyarakat tempat generasi itu dibesarkan secara fundamental. Peristiwa ini memengaruhi nilai, preferensi, dan perilaku saat bekerja. Artikel ini menjelaskan tentang perbedaan nilai yang dianut oleh generasi baby boomer, generasi X, dan generasi Y di tempat kerja. Metode penelitian yang digunakan dalam penelitian ini adalah deskriptif kausatif, dengan data primer yang dikumpulkan melalui survei pada 400 orang karyawan hotel di Provinsi Jawa Barat. Sebanyak 55 orang karyawan generasi baby boomer, 144 karyawan generasi X dan 201 karyawan generasi Y telah mengisi kuesioner. Data yang diperoleh dianalisis menggunakan uji Kruskall Wallis dan dilanjutkan dengan uji post hoc dengan uji Mann Whitney. Hasil analisis data menunjukkan adanya perbedaan nilai-nilai antara generasi baby boomer, X dan Y. Generasi baby boomer memiliki kepatuhan yang berbeda dengan generasi X dan generasi Y. Generasi baby boomer dan generasi Y juga memiliki perbedaan nilai-nilai yang berkaitan dengan work life balance. Selain itu juga ditemukan perbedaan antara generasi X dengan generasi Y pada nilai-nilai yang berkaitan dengan kepatuhan, work life balance dan pengaruh. Perbedaan nilai-nilai generasi perlu dikelola dengan baik agar dapat bersinergi dalam mencapai tujuan perusahaan.Kata kunci: Nilai-nilai generasi, generasi X, generasi Y, baby boomer, uji beda, Kruskall Wallis ABSTRACTEach generation has values shaped by important events in history that fundamentally changed the direction of the development of the society in which that generation was raised. These events affect your values, preferences, and on-the-job behavior. This article describes the different values held by the baby boomer generation, generation X, and generation Y in the workplace. The research method used in this research is descriptive causative, with primary data collected through a survey of 400 hotel employees in West Java Province. A total of 55 employees of the baby boomer generation, 144 of the X generation and 201 of the Y generation employees have filled out the questionnaire. The data obtained were analyzed using the Kruskall Wallis test and followed by the post hoc test with the Mann Whitney test. The results of data analysis show that there are differences in values between the baby boomer generations, X and Y. The baby boomer generations have different obedience from generation X and generation Y. The baby boomer generation and Y generation also have different values related to work life balance. In addition, differences were also found between generation X and generation Y on values related to compliance, work life balance and influence. The differences in the values created need to be managed properly in order to synergize in achieving company goalsKeywords: generation values, generation X, generation Y, baby boomers, different test, Kruskall Wallis
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Polat, Soner, Çaǧlar Çelik, and Yıldız Okçu. "School Administrators’ Perspectives on Teachers From Different Generations: SWOT Analysis." SAGE Open 9, no. 3 (July 2019): 215824401986149. http://dx.doi.org/10.1177/2158244019861499.

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The aim of this study was to examine the perspective of school administrators with regard to teachers from different generations. In this study, the strengths, weaknesses, opportunities, and threats of each generation were examined. This study was conducted as a Strength, Weakness, Opportunity, and Threat (SWOT) analysis. The study group consisted of 26 school administrators from the Dilovası district of Kocaeli province, Turkey. According to the school administrators, the Baby Boomer generation shows their strengths with discipline and experience, Generation X with determination, and Generation Y with their abilities in technology. As for the weaknesses of each generation, Baby Boomers are against innovation and disobedient of the management, Generation X claims to know everything, and Generation Y is inexperienced. What creates opportunities for schools is that Baby Boomers manage crises and transfer experience, Generation X acts as a bridge between the generations, and Generation Y applies new methods in education. For the threats of different generations to the school, the school administrators stated that Baby Boomers hinder innovation, Generation X is disloyal, and Generation Y is inexperienced and against the system.
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Jurkiewicz, Carole L. "Generation X and the Public Employee." Public Personnel Management 29, no. 1 (March 2000): 55–74. http://dx.doi.org/10.1177/009102600002900105.

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This cross-sectional study reports the work-related differences and similarities of 241 Generation X and Baby Boomer employees in the public sector. A more homogeneous pattern of what employees want across age cohorts emerges, contrary to the literature and stereotypes on generational differences. Surprising levels of similarity were found between GenXers and Boomers, with the three significant areas of difference focused on issues of personal growth. The implications for recruiting, retention, motivation, training, and human resource processes are discussed.
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Huber, Peter, and Hans-Joachim Schubert. "Erwartungen der Generation Y an das Führungsverhalten ihres direkten Vorgesetzten im Vergleich zur Generation X und den Baby Boomern." Gesundheitsökonomie & Qualitätsmanagement 24, no. 02 (May 24, 2018): 78–85. http://dx.doi.org/10.1055/a-0601-0419.

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Zusammenfassung Zielsetzung Die Studie beschäftigt sich mit der Fragestellung, ob Gesundheits- und Krankenpfleger der Generation Y (1981–1995) andere Erwartungen an das Führungsverhalten ihres Vorgesetzten richten als Pflegekräfte der Generationen X (1966–1980) und den Baby Boomern (1956–1965). Zusätzlich wurde untersucht, welches Führungsverhalten Stationsleitungen und Pflegedirektoren für die Generation Y als geeignet erachten und ob sich diese Annahmen zur Sichtweise der Generation Y unterscheiden. Methodik Im Rahmen einer quantitativen, deskriptiven Querschnittsstudie mit dem Erhebungsinstrument MLQ 5X-Short wurden Führungskräfte des strategischen Pflegemanagements (Pflegedirektoren) und operativen Managements (Stationsleitungen) sowie Gesundheits- und Krankenpfleger befragt. Ergebnisse In die Studie konnten n = 312 Pflegedirektoren, n = 259 Stationsleitungen und n = 421 Gesundheits- und Krankenpfleger eingeschlossen werden. Die Generation Y stellt signifikant höhere Erwartungen an transformationales Führungsverhalten als die Generationen X und Baby Boomer. Führungskräfte schätzen im Vergleich zur Generation Y diese Erwartung geringer ein. Schlussfolgerungen Transformationales Führungsverhalten eignet sich aufgrund der mehrfach bewiesenen positiven Effekte auf Motivation, Commitment und Arbeitszufriedenheit um Mitarbeiter der Generation Y zu führen.
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Petty, Gregory C. "The Perceived Work Ethic of K-12 Teachers by Generational Status." International Journal of Adult Vocational Education and Technology 4, no. 2 (April 2013): 54–65. http://dx.doi.org/10.4018/javet.2013040105.

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This was an investigation of the work ethic of K-12 educators from Generation X and Baby Boomer generations. Teachers of the baby boom generation were born between 1946 and 1964, and many are beginning to retire. There is an impending teacher shortage due to the large numbers of this group retiring or leaving the profession. School administrators and public school human resource specialists are beginning to focus on strategies to replace this experienced workforce. Administrators need to know if this group has different work ethic than later groups of teachers. In this study, Generation X teachers scored higher on the subscales of Easy Going, Dependable, and Committed. While Baby Boomers and Generation X teacher about the same on Dependable, Baby Boomers are more “engaged”. Though these differences in the subscales were not significant, The overall MANOVA for the comparison of work ethic as measured by the Occupational Work Ethic Inventory was significant at the p<.05 level. Many older teachers complain about the newer younger generation of teachers and their so-called “lack of a work ethic”. Unfortunately, there were not enough data to study teachers from the latest, millennial generation however, this study points to data that indicate there is more to this difference in perception that originally thought that could affect hiring and training of new generations of teachers.
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Dai, Jiukun, and Paul M. Goodrum. "Generational differences on craft workers’ perceptions of the factors affecting labour productivity1This paper is one of a selection of papers in this Special Issue on Construction Engineering and Management." Canadian Journal of Civil Engineering 39, no. 9 (September 2012): 1018–26. http://dx.doi.org/10.1139/l2012-053.

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Although the current economic downturn has eased the stress of broad skilled labour shortages, it is reasonable to believe that the shortage will return when the U.S. economy rebounds. The shortage could become more substantial because the U.S. construction industry is poised to make a significant demographic shift with Baby Boomer workers approaching retirement and Generation Y workers joining the workforce. This paper investigates how different generations of craft workers perceive the factors affecting labour productivity. The data was collected through a survey of 1996 craft workers on 28 U.S. construction sites in 2004 and 2005. The analysis results reveal that: (1) Generation Y, Generation X, and Baby Boomers actually have consensus on the relative impact of productivity factors; and (2) significant differences were also observed on individual productivity factors and the primary differences among the generations were associated with tools and consumables, labour, engineering drawing management, and project policy.
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Mage, Susanna, Laura Rath, Kathleen Wilber, and Zachary Gassoumis. "Caregiver Mental Health Outcomes: Are There Differences Across Generations?" Innovation in Aging 4, Supplement_1 (December 1, 2020): 25–26. http://dx.doi.org/10.1093/geroni/igaa057.082.

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Abstract Informal caregivers are a critical component of support for the rapidly aging population. Previous studies have addressed the effects of caregiving on mental health. However, they have not focused on differences among generational cohorts of caregivers of older adults, i.e., Millennial (born 1981-1996), Generation X (born 1965-1980), Baby Boomer (born 1946-1964), and Silent Generation (born 1928-1945). As the Millennial caregiver population grows in parallel with older adults and their increased needs, we must better understand Millennial responses to caregiving. Millennial caregivers provide a similar intensity of care as Baby Boomers in terms of hours per week but are more likely to be fully employed (40+ hours per week or more). We used caregiver data from the nationally representative Centers for Disease Control’s Behavioral Risk Factor Surveillance System (BRFSS) survey from 2015-2017 to conduct negative binomial regression (n=50,745). Data analysis indicates that Millennial caregivers have an incidence rate ratio of 1.22 times more self-reported days of “stress, depression, and/or problems with emotions” compared to Generation X caregivers (p&lt;0.01); 1.64 times compared to Baby Boomers (p&lt;0.001); and 2.38 times compared to Silent Generation caregivers (p&lt;0.001). Generational differences show that Millennial caregivers may have different needs than older generations of caregivers. Rather than assuming that the policies and interventions designed for older generations of caregivers will fit younger generations, implications of this work can help inform: 1) the design of programs to support caregivers’ mental health, and 2) policy considerations that address the unique needs of a younger caregiver population.
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Dorie, Amy, and David Loranger. "The multi-generation." International Journal of Retail & Distribution Management 48, no. 4 (April 7, 2020): 395–416. http://dx.doi.org/10.1108/ijrdm-06-2019-0196.

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PurposeThe aim of this research is to advance the understanding of multi-channel behaviour in terms of different generational cohorts' usage and spending patterns.Design/methodology/approachBuilding on previous studies on multi-channel behaviour, differences in shopping channel usage and purchase amounts were investigated between baby boomers, Gen X, xennials and millennials.FindingsThere were significant differences found between the generations in terms of multi-channel behaviour regarding purchasing frequency and average purchase amounts via a) mobile phone, b) tablet, c) computer, d) social media and e) brick-and-mortar. Fewer differences were found amongst the generational cohorts in terms of amount spent per channel.Research limitations/implicationsThe research was successful in analysing variances in multi-channel behaviour amongst the baby boomer, Generation X, xennial and millennial cohorts, while updating the body of literature to consider generational channel usage of mobile and social media in multi-channel retailing.Practical implicationsMarketers should consider xennials’ channel behaviour and focus on converting sales through integrated programmes based on their channel usage. Retailers should also consider millennials' heavy engagement with social media in their lives but spend lower amounts via the medium, which may be an opportunity to use this medium as a viable stand-alone channel in targeting millennials' shopping dollars.Originality/valueThis study updates the body of research on multi-channel behaviour by considering generation as a factor in channel usage and spend amount.
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Savanevičienė, Asta, and Gita Statnickė. "The relationship between individual innovativeness and belonging to different generations." Global Journal of Information Technology: Emerging Technologies 10, no. 2 (October 30, 2020): 87–97. http://dx.doi.org/10.18844/gjit.v10i2.4708.

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Abstract This article, applying the cohort perspective, which views generations simply as collections of people born in a given period of time, analyses the relationship between individual innovativeness and belonging to different generations. The article provides the generation conception, gives a short overview of generational diversity, focuses on generational differences, discusses theoretical aspects of individual innovativeness and analyses individual innovativeness among the representatives of four generations: the Baby Boomers, the Generation X, the Generation Y and the Generation Z. Keywords: Generation, the Baby Boomers, the generation X, the generation Y, the generation Z, individual innovativeness.
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Dissertations / Theses on the topic "Baby Boomer; Generation X"

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Hratko, Dana A. "Exploring the communication styles of the traditionalist, baby boomer, generation X, generation Y, and millennial generation." Honors in the Major Thesis, University of Central Florida, 2010. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/1420.

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This item is only available in print in the UCF Libraries. If this is your Honors Thesis, you can help us make it available online for use by researchers around the world by following the instructions on the distribution consent form at http://library.ucf.edu/Systems/DigitalInitiatives/DigitalCollections/InternetDistributionConsentAgreementForm.pdf You may also contact the project coordinator, Kerri Bottorff, at kerri.bottorff@ucf.edu for more information.
Bachelors
Arts and Humanities
Technical Communication
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Ronnfeldt, Jane. "Generational marketing: Baby boomers, Generation X and the net generation." CSUSB ScholarWorks, 2001. https://scholarworks.lib.csusb.edu/etd-project/2019.

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The purpose of this project is to gain a better understanding of the different market opportunities available to credit unions. The project differentiates the markets by age: Net Generation 2 to 22, Generation X 23 to 34 and the Baby Boomers 35 to 53. Each of these groups are important to the ongoing health of credit unions.
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Russell, Herman W. "A study of factors influencing missionary candidates of the boomer/buster generation." Theological Research Exchange Network (TREN), 1995. http://www.tren.com.

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McClelland, Mark D. "Equipping deacons to retain potentially inactive members in a baby boomer and baby buster congregation." Theological Research Exchange Network (TREN), 1995. http://www.tren.com.

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Govitvatana, Wipanut Venique. "Generation gap in the workplace between Baby Boomers and Generation X." Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001govitvatanaw.pdf.

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Seipert, Karen Greene. "A correlational analysis of the values of Baby Boomer and Generation X rural public school principals." Thesis, University of Phoenix, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3571485.

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A quantitative, correlational was used to analyze seven dimensions of work values of Baby Boom and Generation X rural school principals in North Carolina to aid school district administrators in principal motivation and retention. The purpose of the current research study was to determine whether principals from different generational cohorts differ in their work values and was based on the generational characteristics and traits of employees in business organizations. The study was focused on Baby Boom and Generation X rural public school principals from two school districts. A Likert-type online survey based on seven dimensions of work values was administered to 50 principals and assistant principals within the two districts. Forty usable responses were received. The results of the study indicated that while there are not significant generational differences between Baby Boom and Generation X principals in collaboration, leadership, training, loyalty, commitment, or motivation, Baby Boomers scored lower in all areas except training. Baby Boomers scored significantly lower in technology and approached significance in motivation. Future research using a much larger sample size may find significant differences in other areas.

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Brage, Elisabeth, and Kajsa Ivarsson. "Kommunikationseffekter från reklam om konsumtionslån : Skillnader utifrån generationstillhörighet." Thesis, Högskolan i Skövde, Institutionen för handel och företagande, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-17111.

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Bakgrund: Tidigare studier indikerar på en attitydförändring till konsumtionslån, där konsumtionslån blir en allt mer socialt accepterad lösning. Det vittnas även om att mängden konsumtionslån har ökat de senaste åren. En del av problemet som belysts, är även att aggressiv marknadsföring skulle kunna bidra till denna attitydförändring. Tidigare studier och rapporter vittnar om att ålder är en aspekt som spelar roll för hur utsatt olika grupper är, vilket gör det till ett viktigt ämne att undersöka. Med utgångspunkt i problembakgrunden formuleras frågeställningen. Syfte: Syftet med studien är att beskriva vilka kommunikationseffekter som kan urskiljas från  reklam om konsumtionslån, samt vilka attityder till konsumtionslån som kan urskiljas. Huruvida generationstillhörighet påverkar kommunikationseffekter från reklam om konsumtionslån samt konsumtionslån i sig. Metod: Genom en kvalitativ metod samlades empiriska data in, detta i form av 16 intervjuer. Intervjupersonerna utgjordes av konsumenter från Generation Y, Generation X och Generation Baby boomer. Slutsats: Studien visar att det finns variationer gällande hur de olika generationerna förhåller sig till reklam gällande konsumtionslån, samt dess attityder till att ta konsumtionslån. Generation Y verkar vara mer utsatta då de inte verkar ha en lika befäst attityd till ämnet, jämfört med de äldre generationerna. Hos de intervjupersoner som medverkar i studien finns inga direkta indikationer på att konsumtionslån skulle vara en accepterad lösning, vilket inte påvisar en attitydförändring.
Background: Previous studies indicate an attitude change to consumer loans, where consumption loans become an increasingly socially accepted solution. It is also testified that the amount of consumer loans has increased in recent years. Part of the problem highlighted, is also that aggressive marketing could contribute to this attitude change. Earlier studies and reports testify that age is an aspect that plays a role in how vulnerable different groups are, which makes it an important subject to investigate. Based on the problem background, the question is formulated. Purpose: The purpose of the study is to describe which communication effects that can be distinguished from advertising on consumer loans, and which attitudes for consumer loans that can be distinguished. Whether generation affiliation affects communication effects from advertising on consumer loans and consumption loans in itself. Method: Through a qualitative method, empirical data were collected, this in the form of 16 interviews. The interviewees consisted of consumers from Generation Y, Generation X and Generation Baby boomer. Conclusion: The study shows that there are variations regarding how the different generations relate to advertising regarding consumer loans and its attitudes towards taking consumer loans. Generation Y seems to be more vulnerable as they do not seem to have an equally strong attitude to the subject, compared to the older generations. In the interviewees who participate in the study, there are no direct indications that consumption loans would be an accepted solution, which does not indicate an attitude change.
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Rosenqvist, Josefin, and Moa Wik. "Generationsskillnader i arbetslivet: en kvalitativ studie med utgångspunkt från generation y." Thesis, Högskolan Dalarna, Företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:du-21773.

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In previous studies research has shown that generation y experience resistance from older generations represented in the labor market in USA. The resistance is due to differences between the generations. On the other hand some studies say that differences are more likely to come from other factors such as gender and which stage in life the individual is in. The purpose of this study is to describe how (women in) generation y is experiencing the cooperation with colleagues from other generations and if they considers that differences due to generations exist. The study will also try to determine if the respondents are aware of each generation’s characteristics. To fulfill the purpose of the study a qualitative method was chosen in the shape of a focus group. To be able to answer the purpose an interview guide was developed from previous studies. The guide was divided in three sections; scenarios, exercises and finally questions. The focus group resulted in a two-hour discussion between four individuals belonging to generation y. The result of the study showed that generation y in Falun, Sweden did identify some of the characteristics each generation had. Further did the respondents conform that resistance due to generational differences was a problem. To answer the purpose of the study generation y felt underestimated by the older generations and expressed a certain degree of hopelessness.
Inom forskningen råder oenighet kring generationer och dess betydelse. Ena sidan menar att varje generation präglas av gemensamma värderingar och att detta i sin tur kan bidra till att konflikter uppstår på arbetsplatser där flera generationer är representerade. Den andra sidan av forskningen menar däremot att det finns faktorer som är viktigare än vilken generation individen tillhör, exempelvis kön eller vilken fas i livet personen befinner sig i. Det är en spännande kamp forskare emellan och oavsett vilken sida som har bäst odds infann sig intresset av att undersöka saken närmare. I en amerikansk studie framkom det att generation y, födda 1980-1995, upplevde ett motstånd från äldre generationer i sitt arbete. Utifrån detta skapades tre frågor som skulle svara upp på syftet som var att beskriva hur (kvinnor i) generation y upplever samarbetet med kollegor från andra generationer och om de anser att generationsskillnader existerar. De frågor som ställdes var; Vilka svårigheter upplever generation y inom arbetslivet och går dessa att koppla till generationsskillnaderna? Vad kan generation y bidra med i ett arbetslag, vilka styrkor har de? Vad kan generationsskillnader på en arbetsplats bidra med och vilka lösningar finns på de potentiella konflikter som kan uppstå orsakade utav dessa? Fyra personer tillhörande generation y bjöds in till en fokusgrupp för att, utifrån en intervjuguide, diskutera dessa frågor. Under två timmar blandades skratt med ilska och sorg när respondenterna fick beskriva de olika generationerna, hur de upplevt motstånd och vad de såg för lösningar på de problem som presenterades. Efteråt kunde det konstateras att generationer är ett komplext ämne och att det väcker känslor. Resultatet av studien bekräftade tidigare studier gällande generationsskillnaders existens. Likväl som generationsskillnader bekräftades framkom även andra faktorer som påverkar hur individer är. Precis som de amerikanska respondenterna upplevde även de svenska respondenterna ett motstånd från äldre generationer som grundade sig i en känsla av att aldrig duga. Sammanfattningsvis behövs mer forskning kring ämnet som inte bara väcker starka känslor utan också påverkar hur organisationer fungerar.
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Weiland, Craig J. "Advertising to Boomers, Gen Xers and Gen Ys." Diss., Columbia, Mo. : University of Missouri-Columbia, 2007. http://hdl.handle.net/10355/4936.

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Thesis (M.A.)--University of Missouri-Columbia, 2007.
The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file as well as 10 media.jpg files. Title from title screen of research.pdf file (viewed on November 12, 2008) Includes bibliographical references.
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McDonald, Angus. "The competent God a theology of long-term pastoral discipleship of the post-war generation /." Theological Research Exchange Network (TREN), 1995. http://www.tren.com.

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Books on the topic "Baby Boomer; Generation X"

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Gina, Gotsill, ed. Surviving the baby boomer exodus: Capturing knowledge for Gen X and Gen Y employees. Boston, MA: Course Technology, 2011.

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Cheung, Edward. Baby-boomers, Generation-X and social cycles. Toronto: Longwave Press, 1995.

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Baby boomers, Generation X and social cycles. Toronto: Longwave Press, 2007.

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Baby busters: The disillusioned generation. Chicago: Northfield Publishing, 1994.

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Guimier, Laurent. Génération 69: Les trentenaires ne vous disent pas merci. Paris: Michalon, 2005.

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Nicolas, Charbonneau, ed. Génération 69: Les trentenaires ne vous disent pas merci ! : essai. Paris: Editions Michalon, 2005.

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1969?-, Charbonneau Nicolas, ed. Génération 69: Les trentenaires ne vous disent pas merci. [Paris]: Gallimard, 2006.

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Tim, Dowling, ed. Pat the money: Babybuster's first book. Kansas City, Mo: Andrews McMeel, 2003.

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McCrindle, Mark. The ABC of XYZ: Understanding the global generations. Sydney: UNSW Press, 2009.

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Emily, Wolfinger, ed. The ABC of XYZ: Understanding the global generations. Sydney: UNSW Press, 2009.

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Book chapters on the topic "Baby Boomer; Generation X"

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Oertel, Jutta. "Baby Boomer und Generation X – Charakteristika der etablierten Arbeitnehmer-Generationen." In Generationen-Management, 27–56. Wiesbaden: Springer Fachmedien Wiesbaden, 2014. http://dx.doi.org/10.1007/978-3-658-02325-6_2.

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Salganicoff, Alina, Barbara Wentworth, and Liberty Greene. "Baby Boom to Generation X: Progress in Young Women’s Health." In The American Woman 2003–2004, 93–126. New York: Palgrave Macmillan US, 2002. http://dx.doi.org/10.1007/978-1-137-11600-0_5.

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Slagsvold, Britt, and Thomas Hansen. "The Baby-boomer generation." In Generational Tensions and Solidarity Within Advanced Welfare States, 153–72. London: Routledge, 2021. http://dx.doi.org/10.4324/9781003129592-12.

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Nelson, Elissa H. "Teen problems in the 1980s, and Generation X and baby boomers just don’t get along." In The Breakfast Club, 55–69. London ; New York : Routledge, 2019. | Series: Cinema and youth cultures ; 8: Routledge, 2019. http://dx.doi.org/10.4324/9781315545486-4.

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Kugler, Petra. "Gut zu wissen: Arbeitsflexibilisierung für die Baby Boomer und die Generationen X und Y: Was Mitarbeiter wollen und Unternehmen bieten." In Zukunft der Arbeit – Perspektive Mensch, 139–48. Wiesbaden: Springer Fachmedien Wiesbaden, 2018. http://dx.doi.org/10.1007/978-3-658-22099-0_9.

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Kugler, Petra. "Gut zu wissen: Arbeitsflexibilisierung für die Baby Boomer und die Generationen X und Y: Was Mitarbeiter wollen und Unternehmen bieten." In Zukunft der Arbeit – Perspektive Mensch, 163–73. Wiesbaden: Springer Fachmedien Wiesbaden, 2019. http://dx.doi.org/10.1007/978-3-658-26796-4_10.

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Shojaeizadeh, Mina, Siavash Mortazavi, and Soussan Djamasbi. "Gaze Interaction and Gameplay for Generation Y and Baby Boomer Users." In Universal Access in Human-Computer Interaction. Access to Learning, Health and Well-Being, 555–64. Cham: Springer International Publishing, 2015. http://dx.doi.org/10.1007/978-3-319-20684-4_54.

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Jeannet, Jean-Pierre, Thierry Volery, Heiko Bergmann, and Cornelia Amstutz. "Founders, Shakers, Prime Movers." In Masterpieces of Swiss Entrepreneurship, 13–23. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-65287-6_2.

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AbstractThis chapter introduces the reader to the principal actors of these stories, namely the founders, organized along major periods, and their backgrounds. Listed are early period founders, those from the interwar period, during World War II period, the Post WW II “Baby Boomer” generation, and founders from the most recent period. Separately listed from founders are prime movers who gave the company the eventual direction, if different from the company founders. The role of women, to the extent involved, is also covered. A complete list of the firms is provided, as well as information on founder backgrounds.
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Ramey, Mark, and Mark Ramey. "The Cult of Fight Club." In Studying Fight Club, 9–24. Liverpool University Press, 2012. http://dx.doi.org/10.3828/liverpool/9781906733551.003.0002.

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This chapter examines why David Fincher's Fight Club (1999) is considered a cult film. Fight Club is a cult film because it is subversive, quotable, iconographic, generically challenging, about marginal characters, complex in terms of its narrative, intertextual, gory and violent; because it transgresses social laws and norms; creates a community of fans and finally, because it was an economic failure on its release. The strong first-person voice of Chuck Palahniuk's source novel is intentionally preserved in Jim Uhl's screen adaptation. The use of a second-person address, which, along with other techniques, breaks the fourth wall, further helps engage the audience in the story of everyman ‘Jack’. The film was mis-sold as a product for the male youth market. Instead, it is a generational film, with particular appeal to the Generation X experience, the generation sired by the ‘baby-boomers’. Indeed, Fight Club's cinematic legacy can be traced back to baby-boomer films. A new generation's quest for meaning and purpose is the unifying factor.
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Karl, Katherine A., Richard S. Allen, Charles S. White, Joy Van Eck Peluchette, and Douglas E. Allen. "Would You Accept a Facebook Friend Request from Your Boss?" In Five Generations and Only One Workforce, 123–47. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-0437-6.ch007.

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Because Millennials and Generation X tend to desire close relationships with their leaders, expect frequent and open communication, and integrate their personal and professional contacts via social media, it was predicted they would be more likely than Baby Boomers to accept a Facebook friend request from their boss. Although no main effect was found for generational differences, a significant interaction between self-disclosure and generation was found, such that self-disclosure was positively related to acceptance of a friend request from one's boss for Baby Boomers and Generation X, but negatively related for Millennials. Implications and directions for future research are discussed.
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Conference papers on the topic "Baby Boomer; Generation X"

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Mayer, G., S. Alvarez, N. Gronewold, and JH Schultz. "Nutzungsprofile von Internet und sozialen Medien der Generationen Baby Boomer, Generation X und Digital Natives: Ergebnisse aus Fokusgruppen." In „Neue Ideen für mehr Gesundheit“. Georg Thieme Verlag KG, 2019. http://dx.doi.org/10.1055/s-0039-1694379.

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Kurniawati, Amelia, T. M. A. Arisamadhi, and Iwan Inrawan Wiratmadja. "Relationship among individual factors, knowledge sharing, and work performance: A model from baby boomers, generation X, and generation Y perspective." In 2016 IEEE International Conference on Industrial Engineering and Engineering Management (IEEM). IEEE, 2016. http://dx.doi.org/10.1109/ieem.2016.7797825.

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Bauer, Candice. "Techniques for Teaching Communication Skills to the Millennial Generation." In ASME 2009 International Mechanical Engineering Congress and Exposition. ASMEDC, 2009. http://dx.doi.org/10.1115/imece2009-10192.

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Techniques for teaching communication skills to engineering students of the Millennial Generation are reviewed. A detailed outline of the characteristics of the Millennial Generation are described and compared to the traits of other generations. The Millennial Generation has several distinct characteristics such as developing inclusive relationships, tolerating authority, and leading by collaboration. This contrasts with the characteristics of the Baby Boomers and Generation X (the majority of professors and the students’ parents); however, the characteristics align closely with the Traditionalist Generation (higher administration and the students’ grandparents). Strategies for working among the generations are detailed resulting in the creation of an understanding of how to teach to the Millennial Generation. In order to aid the understanding, lesson plans which focus on creating a learner-centered environment are detailed. The lesson plans include objectives, strategies, content, activities, assessment techniques, and ABET alignment. The topics include team building, effective meetings, a term project, writing skills, and speaking skills. Team building illustrates why and how a team achieves its objectives. Example activities include the development of a team charter. The effective meetings lesson plan details techniques on how to teach students project management skills. Criteria for developing term projects to match the Millennial Generation characteristics are detailed, and an example which also includes K-12 outreach activities is presented. The lesson plan for speaking and writing skills defines grading rubrics for the evaluation and assessment of technical writing and presentations. This work has been in development and implemented for nearly five years in a junior level, multidisciplinary course entitled, Engineering Communications, at the University of Nevada, Reno. The lesson plans are evaluated based on course evaluations, industry interviews, case studies, and an alumni survey.
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Kim, Yun-Jeong. "The study on generation identity of Korean baby-boomer." In 10th International Workshop Series Convergence Works. Global Vision School Publication, 2016. http://dx.doi.org/10.21742/asehl.2016.9.12.

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Walter, Jonathan P., Scott A. Banks, Darryl D. D’Lima, and Benjamin J. Fregly. "Prediction of Internal Contact Forces at the Knee From External Measurements." In ASME 2008 Summer Bioengineering Conference. American Society of Mechanical Engineers, 2008. http://dx.doi.org/10.1115/sbc2008-193169.

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As the baby boomer generation ages, knee osteoarthritis (OA) will become increasingly prevalent in our society. Articular cartilage damage in the knee is highly dependent upon subject-specific kinematics and load distribution inside the joint. In particular, researchers have hypothesized that overloading of the medial compartment is a primary contributing factor to the development of the disease [1]. However, since medial compartment load cannot be measured non-invasively in vivo, researchers typically use the external knee adduction moment during stance phase as a surrogate measure. This quantity has been correlated with the medial tibial contact force measured from an instrumented knee implant [2] and with the risk of disease progression over time [3].
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Kimball, Lange, Carl Myers, and Michael Johnson. "Interpreting Constant Support Hanger Readings." In ASME 2009 Power Conference. ASMEDC, 2009. http://dx.doi.org/10.1115/power2009-81170.

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As the “baby-boomer” generation of power plant operators and maintenance personnel retire, enormous amounts of knowledge are lost. A part of this knowledge regards engineered products that support critical piping as well as boiler and turbine components. One such engineered product is the “constant support hanger”. The constant support hanger is a complex mechanical machine that is intended to provide a constant supporting load to the equipment regardless of the vertical movement experienced. This paper provides insights into how the constant support hanger can be visually inspected to: a.) Help assure that the support is operating properly, b.) How to interpret hanger settings to provide a means to gauge its operation, (c.) Recognize the constant support hanger from its numerous designs, vintages and manufacturers and (d) Provide insights into what can be done if problems are found.
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Nádasi, András, and István Sabjanics. "A digitális távoktatásra történő átállás gyakorlatának vizsgálata a belügyi ágazatot érintő teljes vertikumban." In Agria Média 2020 : „Az oktatás digitális átállása korunk pedagógiai forradalma”. Eszterházy Károly Egyetem Líceum Kiadó, 2021. http://dx.doi.org/10.17048/am.2020.24.

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A Belügyi Tudományos Tanács 2018. évi tervében foglalt kutatás célja a rendészeti képzési, továbbképzési rendszerben tanulóknak adekvát, elektronikus tanulási környezet ajánlása, az oktatók számára korszerű, generációspecifikus oktatásmódszertan kidolgozása és bevezetése. Fő módszerünk a kérdőíves vizsgálat, valamint a vezetői interjú. Kutatásunk részben keresztmetszeti vizsgálat, részben design-alapú kutatás. Célja az oktatási gyakorlat folyamatos jobbítása az ismétlődő elemzések, a tervezés, a fejlesztés és implementáció segítségével. Az empirikus szakaszban megtörtént a mintát alkotó X, Y és Z generáció demográfiai, szociális és tanuláspszichológiai jellemzőinek, infokommunikációs technológiákkal kapcsolatos preferenciáinak, valamint a 28 oktatási intézmény IKT infrastruktúrájának felmérése. A 2019-es felmérés a diákok (603 fő) esetében feltárta az IKT elterjedése miatt elvárható, önálló információfeldolgozás, önszabályozó tanulás fontosságának megítélését. Az oktatók (208 fő) esetében feltérképeztük a digitális tananyagok, e-taneszközök használatáról alkotott véleményeket, a digitális átállás iránti elköteleződést. A COVID-19 vírus terjedése 2020-ban alapvető változást hozott, az iskolalátogatás korlátozása az oktatási folyamatokat a virtuális térbe kényszerítette. Felértékelődött az IKT alapú oktatás. Kutatási tervünket ennek megfelelően módosítottuk. A távoktatási rendszerben megváltozó tanulói és tanári szerep, valamint a digitális tananyagok funkcionalitása központi kérdése a kidolgozandó módszertannak. A kiegészítő felmérés teljes adatbázisa, vagyis az összes diák kitöltő 1555 fő + 301 fő oktató, a vizsgált intézmények száma 16. Az oktatói kérdőív adatbázisa 301 fő, minden oktatót tartalmaz, aki kitöltötte az oktatói kérdőívet. Az eddigi eredmények megmutatták, hogy a diákok zömét képező Z generáció értékorientációja, életmódja, infokommunikációs műveltsége különbözik az őket oktató Y és X generáció elveitől, viselkedésétől. A különbségek a digitális kompetencia minden területén megjelennek, főként a kreatív készségekben. Az X nemzedék esetében a probléma nem csupán egyes IKT metodikai ismeretek és készségek hiánya, hanem a generációk karakterének megértése is. Az hogy manapság nehezebb a hallgatók figyelmének a felkeltése és fenntartása is, inkább az Y generáció szerint jellemző sajátossága a tanulóknak. A Z generáció esetében az érzelmi intelligencia, elkötelezettség, hivatástudat, ill. az összes generáció vonatkozásában, az empátiás készségek fejlesztéséhez is új módszertani megoldások szükségesek. A 2019-es adatok szerint, az e-tananyagok alkalmazása (20-25%) a felnőtt- és felsőoktatásban is messze elmaradt a prezentációk használatától (90-95%), vagyis a szemléltetett előadás dominál. Az audiovizuális szemléltetés, a számítógéppel segített tanulás feltételei általában adottak, de a távoktatáshoz további fejlesztés szükséges. Az e-tanulási környezetet az infrastruktúra és a digitális tananyagok determinálják. A 2020-as felmérés szerint, az IKT módszerekkel kapcsolatos gyakorlat változóban, fontosságuk megítélése jelentősen pozitív irányt vett. Az összes új pedagógia módszer fontos legalább az oktatók fele szerint. Legkevésbé a frontális online előadást tartják. Az e-learninget leginkább a Baby boomer generáció tartja fontosnak. A teljes mintának (301 fő), mindössze ötöde gondolja úgy, hogy az oktatók digitális kompetenciája jó, lehet rá támaszkodni. Az önértékelés során adott válaszok alapján az Y generáció 28%-a rendelkezik átlag feletti digitális kompetenciával. A generációk között nem volt szignifikáns eltérés egyik pedagógiai módszer esetében sem. Az infrastruktúra megléte egymagában nem oldja meg az oktatás problémáit, de katalizátorként hozzájárul a szükséges módszertani változtatások megtételéhez. A tanárok tudása, szerepvállalása, vagy ellenállása határozza meg az eredményes oktatás- módszertani újítások elterjedését. Az oktatók többsége nyitott az újonnan megjelenő online oktatási formák, kooperatív módszerek, digitális taneszközök és értékelés irányába. Hiányát érzik a gyakorlatias továbbképzésnek, szükséges az IKT távoktatási célú alkalmazásának, eredményességének megismerése.
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Reports on the topic "Baby Boomer; Generation X"

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Contreras Salamanca, Luz Briyid, and Yon Garzón Ávila. Generational Lagging of Dignitaries, Main Cause of Technological Gaps in Community Leaders. Analysis of Generation X and Boomers from the Technology Acceptance Model. Universidad Nacional Abierta y a Distancia, May 2021. http://dx.doi.org/10.22490/ecacen.4709.

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Community and neighborhood organizations are in the process of renewing the organizational culture, considering technological environments in the way of training, and advancing communally, being competitive in adaptation and learning, creating new solutions, promoting change, and altering the status quo, based on the advancement of technology over the last few years, currently applied in most organizations. The decisive factor is the ability of true leaders to appropriate the Technological Acceptance Model –TAM– principles, participating in programs and projects, adopting new technologies from the different actors involved, contributing to the welfare of each community. There is, however, a relative resistance to the use of technology as support in community management, due to the generational differences in leaders and dignitaries, according to collected reports in this study, in relation to the age range of dignitaries –Generation X and Baby Boomers predominate–. They present a challenge to digital inclusion with difficulties related to age, cognitive, sensory, difficulty in developing skills, and abilities required in Digital Technologies, necessary to face new scenarios post-pandemic and, in general, the need to use technological facilities.
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Kakulla, Brittne Nelson, and Patty David. 2018 Grandparents Today National Survey: Gen X, Boomer, and Silent Generation Grandparents. AARP Research, December 2019. http://dx.doi.org/10.26419/res.00289.009.

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