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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
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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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Norring, Frans, and Hampus Schöllin. "Påverkar generationstillhörigheten konsumentbeteendet online? : En studie om tre generationers agerande på eWOM." Thesis, Högskolan i Gävle, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-30387.
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Syfte: Syftet med studien är att undersöka hur olika generationer agerar på eWOM-kommunikation via online recensioner. Metod: Studien använder en kvantitativ forskningsmetod med en enkätundersökning som underlag för framarbetat resultat. Enkätundersökningen baserades på 8 frågor och 148 svar samlades in från respondenter från tre olika generationer. Svaren analyserades med deskriptiv statistik och univariat analys. Resultat och slutsats: Studiens resultat visar hur generationstillhörigheterna Baby Boomers, Generation X och Generation Y agerar när de läser online recensioner. De tre generationernas köpintentioner baseras på centrala faktorer som riskbenägenhet, förtroende och internetkompetens. Alla tre generationerna hävdar att eWOM och i synnerhet online recensioner påverkar dem. Förslag till vidare forskning: Ytterligare forskning kan undersöka varför konsumenter av en produkt inte är benägna att själva skriva recension men vill ta del av recensioner av produkter som andra konsumenter skrivit. Trots att det tydligt framgår att recensioner är en viktig del av köpbeslutsprocessen. Denna ovilja finns representerade hos samtliga undersökta generationer vilket framtida forskning bör undersöka. Uppsatsens bidrag: Studien bidrar med ett antal förtydliganden för konsumentbeteenden i eWOM-kommunikationen. Studien kommer fram till flertalet slutsatser om hur generationerna påverkas och agerar för online recensioner.Aim: The purpose of the study is to explain how different generational affiliation react on eWOM-communication via online reviews. Method: The study uses a quantitative research method to conduct survey. The survey was based on 8 questions and 148 responses were collected from respondents from three different generations. The responses were analyzed by descriptive statistics and univariate analysis. Result and conclusion: The study shows how generational affiliations of Baby Boomers, Generation X and Generation Y act on the online reviews. The three generations` buying intentions are based on key factors such as risk aversion, trust and internet knowledge. All three generations claims that eWOM and, in particular, online reviews affect them. Further research: A future study can deal with why consumers of a product are not inclined to write online reviews of the product but want to read online reviews on products from other consumers. Although it is obvious that reviews are an important part of the purchasing decision. All three generations investigated tend to not willing to write online reviews Contribution of the thesis: The contribution of the study is several clarifications for consumer behavior in general especially generation marketing. The study concludes how the generations are affected and act for online reviews.
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Sayers, Roslyn, and roslyn sayers@rmit edu au. "Australia's Changing Workplace: A Generational Perspective." RMIT University. Economics, Finance and Marketing, 2006. http://adt.lib.rmit.edu.au/adt/public/adt-VIT20070122.102821.
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This research investigates generational differences in Australian workers. In particular it focuses on changing trends and influences in the workplace and how different generations view and deal with these changes. The study focuses on Baby Boomers (born 1945-1963), Generation X (born 1964-1977) and Generation Y (born 1978 - 1994) across four industry sectors: Corporate, Education, Government and Not for Profit. The Australian workforce currently consists of four generations - all having distinct characteristics, working styles, needs and expectations. These differences pose challenges and opportunities to workforce management. The first step in managing the generations and their differences is to identify where the differences lie and to understand how best to cope with and exploit these differences. This research, in taking a generational cohort perspective towards analysing the modern workplace, seeks to explore how the different generations view the trends and influences that impact their work; and their attitudes towards technology, communication, work/life balance, organisational loyalty, attraction, engagement and retention. The study uses a multi-phase qualitative approach and includes in-depth interviews with a range of Australian industry experts; discussion groups held with Gen Ys, Gen Xers and Baby Boomer employees, in four organisations across four industry sectors; and in-depth interviews with senior executives in the same four organisations. This research will have significance to all organisations especially those that employ workers from across the generations and who are managing a multigenerational workforce. The findings will have practical application to organisational policy development in areas such as, work/life balance, attraction, engagement and retention of employees, reward and recognition systems, technology in the workplace and training and development. The study adds to the body of knowledge in workforce management, and in particular to the emerging body of knowledge on generational cohort analysis of the workplace in the Australian context. The study found significant generational differences that when harnessed and managed effectively, can contribute to the output and performance of the organisation as a whole.
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Holman, Ryan Richard. "Identifying and comparing differences in the values of elementary school principals among baby boomers and generation Xers /." La Verne, Calif. : University of La Verne, 2003. http://0-wwwlib.umi.com.garfield.ulv.edu/dissertations/fullcit/3075266.
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Medenilla, Katherine, and Emma Karlsson. "Generationsskillnader - En studie om attityder och värderingar bland de anställda på en bank." Thesis, Malmö högskola, Fakulteten för kultur och samhälle (KS), 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-23719.
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Sverige kommer inom en snar tid att stå inför stora förändringar på arbetsmarknaden gällande generationer. Baby boom generationen kommer att gå i pension och arbetsmarknaden tas över av generation X och Y. Genom att baby boomers lämnar arbetslivet och tar med sig sina kunskaper, blir det ett stort tomrum som kan vara svårt att fylla av de nästkommande generationerna. Emellertid har generation X och Y andra kunskaper som baby boomers saknar. Karakteristiska värderingar återfinns hos de olika generationerna, exempelvis värdesätter baby boomers hårt arbete och lojalitet. Generation Y tycker däremot att tillfredställelse i arbetet samt fritid är av betydelse. Vårt syfte är att undersöka huruvida det finns skillnader mellan generationerna inom arbetslivet kring värderingar och attityder. Värderingar kan liknas vid begreppet organisationskultur eftersom det hjälper medarbetare att få en känsla av identitet och samhörighet inom arbetslivet. Detta leder till gemensamma mål och visioner, vilket på sikt ökar produktiviteten. Både en kvalitativ samt kvantitativ metod tillämpades, vilket genomfördes med hjälp av tre intervjuer samt 68 enkäter på både kundsupport och bankkontor. Undersökningen visar att det inte finns stora skillnader mellan generationernas värderingar och attityder inom den undersökta banken. Organisationskulturen är stark vilket leder till att värderingarna inte syns. Fortsättningsvis visar resultatet att kulturen är starkare än egenskaperna som är karakteristiska för varje enskild generation. Resultatet visar slutligen att ett flertal av de teoretiska värderingarna inte stämmer överens med medarbetarnas svar. Det finns en märkbar skillnad mellan de båda avdelningarna, vilket kan förklaras genom arbetsgruppens storlek samt den egna organisationskulturen.Within a short time, Sweden will be undergoing major changes on the labor market regarding generations. The Baby boom generation will retire soon and the labor market will mostly consist of Generation X and Y. By leaving the labor market, the Baby boomers are taking their knowledge with them; consequently there will be a huge void, which can be difficult to fill by the next generations. However, Generation X and Y have other knowledge, which the Baby boomers lack. Characteristic values are found among the generations. The Baby boomers value hard work and loyalty while Generation Y value a balance between the private and working life. Our purpose is to examine whether generational differences in the workplace on values and attitudes exist. Values can be similar to the organizational culture because it helps the employees to gain a sense of identity and belonging in the workplace. This leads to common goals and visions, which eventually increases productivity. Qualitative and quantitative methods were used, which was implemented through three interviews and 68 surveys on both the customer service and bank office. The study shows that there are not major differences between the values and attitudes of the generations within the examined bank. The organizational culture is strong, leading to values being hidden. Furthermore, the result shows that the culture is stronger than the traits, which are characteristic of each generation. Lastly, the results indicate a number of the theoretical values do not agree with what the employees responded. A notable difference between the two departments can be explained by the size of the working group and their own organizational culture.
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Hou, Chun Fung, and Christoffer Jonsson. "Virtuella arbetsplatser förutsätter tydlig målstyrning : En studie av Baby boomers och Generation X i 'Det nya arbetslivet'." Thesis, Umeå universitet, Företagsekonomi, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-81557.
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Det nya arbetslivet’ är ett koncept utvecklat för de kommande medarbetarna från Generation Y som efterfrågar ett arbetssätt med möjlighet till balans mellan arbete och fritid. Arbetssättet ska ge ökad flexibilitet genom digitala hjälpmedel och även bidra till reducerade kontorsytor inom företaget, vilket innebär minskade utgifter. Övergången till arbetssättet kan dock upplevas som en svårighet för dagens medarbetare som främst består av den äldre generationen; Baby boomers och Generation X. Forskning visar att generationer har olika synsätt och värderingar som präglats av deras samtid. Detta medför att de har olika behov, exempelvis finns det skillnader i hur generationerna ser på arbete, förändringar eller preferenser i att arbeta självständigt eller i grupp. Idag är konceptet implementerat hos Microsoft som till störst del består av den äldre generationen. Vi vill därför studera dessa åldersgrupper och se hur de upplever konceptet då det i grunden är utvecklat för Generation Y. Studien är en fallstudie hos företaget Microsoft Sverige som infört ’Det nya arbetslivet’. Vi kommer att studera vilka hinder och möjligheter generationerna Baby boomers och Generation X upplever i ’Det nya arbetslivet’ utifrån de valda faktorerna; tillhörighet, förtroende och handledning. Arbetet har en deduktiv ansats, vilket innebär att faktorerna ligger som underlag för den empiriska studien. Empirin har vi därefter samlat in genom kvalitativa intervjuer hos medarbetarna på Microsoft Sverige. Slutsatserna från studien visar bland annat att Generation X såg fler möjligheter med ‘Det nya arbetslivet’ i jämförelse med Baby boomers som upplevde det svårare. Störst hinder var den minskade tillhörigheten till de närmsta kollegorna på grund av öppna kontorsytor. Respondenterna såg även tillhörighet som en utmaning för de nyanställda eftersom risken var stor att de kunde känna sig vilsna i ’Det nya arbetslivet’. Respondenterna ansåg att det fanns möjligheter för faktorerna; handledning och förtroende och största anledningen till det, var användningen av Microsofts målstyrning. Målstyrningen bidrog till att förtroendet var lättare att skapa och underhålla mellan medarbetarna. Den regelbundna handledningen gjorde även att medarbetarnas målsättning alltid var tydlig. Vidare upptäckte vi att många respondenter uppskattade det flexibla arbetssättet men de hade svårigheter att finna balansen mellan arbete och fritid.
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Sharp, Johnathon Michael. "Job Satisfaction in Law Enforcement Officers According to Generational Cohorts." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2580.
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Job satisfaction in law enforcement is important because it promotes continuity of a professional and cohesive police force that works well together, follows proper policy and procedures, and provides the services needed to the public. Given multigenerational law enforcement officers are now working together, its impact on job satisfaction is not known. This study focused on how generational cohort membership impacts the job satisfaction of law enforcement officers based on Mannheim's theory of generations and Locke's range of affect theory. It utilized a survey design where job satisfaction was assessed using the Job Descriptive Index, Organizational Commitment Questionnaire, and Job Task Questionnaire. A quantitative analysis was employed using a correlation design, multiple regression, and an ANOVA. Findings showed significant differences at the .05 level in frequency ratings on the job task questionnaire on patrol, traffic enforcement, and warrant service between the generations. A logistical regression of Job Descriptive Index scores showed a significant relationship between generational cohort membership and job satisfaction scores on the promotion scale, supervision scale, and the job in general scale. Lastly, a logistical regression of the Occupational Commitment Questionnaire showed significance between Generation X and Millennial officer's overall scores with Millennial's having lower organizational commitment. Implications for social change include increasing knowledge for patrol officers and their supervisors regarding these generational differences. Other social change includes training programs for current and future officers on understanding and working with these generational differences in law enforcement.
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Åberg, Lisa, and Jessica Henry. "Employee Retention : Utifrån ett generationsperspektiv." Thesis, Högskolan i Skövde, Institutionen för handel och företagande, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-15223.
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Bakgrund: Det finns idag en problematik för kunskapsintensiva företag i Sverige att lyckas bibehålla medarbetare. Detta då den svenska arbetsmarknadens utveckling har resulterat i fler högutbildade medarbetare, vilka generellt känner lite lojalitet gentemot arbetsgivaren. Företags önskan om att bibehålla medarbetare grundar sig i deras strävan att uppnå en låg personalomsättning då det anses positivt för företaget ur flera aspekter. För att studera denna problematik studeras Employee Retention-faktorer utifrån ett generationsperspektiv. Detta då medarbetares jobbvärderingar och därmed preferenser kring viktiga faktorer enligt tidigare forskning till stor del påverkas av generationstillhörigheten. Syfte: Syftet med studien är att utforska vilka faktorer som får medarbetare i olika generationer att stanna inom kunskapsintensiva företag. Detta genom att belysa Employee Retention utifrån ett medarbetarskap- samt generationsperspektiv. Metod: Studien syftar till att undersöka medarbetarnas upplevda verklighet, därför utgår studien från en kvalitativ forskningsmetod. Fallstudiemetoden har tillämpats, då denna är lämplig för att förstå komplicerade sociala företeelser. Ett centralt drag i fallstudier är att kombinera olika datainsamlingsmetoder, därför har 10 semistrukturerade intervjuer samt 25 frågeformulär med medarbetare på valt fallföretag genomförts. En analys av insamlad data har därefter genomförts, vilket resulterat i studiens slutsats. Slutsats: Studien har identifierat de viktigaste Employee Retention-faktorerna inom respektive generation och bekräftar därmed att generationstillhörigheten påverkar de faktorer som får medarbetare att stanna inom kunskapsintensiva företag. Studien har också påvisat att de viktigaste faktorerna som identifierats i respektive generationerna har en tydlig koppling till det psykologiska kontraktet. Om kunskapsintensiva företag tar hänsyn till dessa faktorer och därmed det psykologiska kontraktet, resulterar det i lojalitet och bibehållande av medarbetare.Background: In the last couple of years there has been an ongoing change in the Swedish labor market where the knowledge-intensive companies find it harder to retain employees. This because highly educated employees generally are less experience less loyal towards the employer. Why companies wish to retain employees is because they aim for a low employee turnover, which is considered to be important for companies in several aspects. The study focus on important variables for employees, which makes them stay at a company, using a generation perspective. This perspective is used because employee’s work values and preferences are found to be affected by generational belonging. Purpose: The purpose of this study is to explore which variables that make employees with different generation belongings stay at knowledge-intensive companies. This by illustrating Employee Retention from the employee’s perspective and using a generation perspective. Method: The study applies a qualitative approach since the purpose is to explore the employee’s experienced reality. A case-study method is also applied since it’s suitable for complicated social phenomenon. Fundamental for a case-study is to combine different data collection methods, which is why 10 semi-structured interviews and 25 questionnaires are made within the case-company. The analysis of the data was then made with directions of an analysis strategy, which lead to the conclusion of the study. Conclusion: This study has identified the most important Employee Retention-variables within each generation, which also acknowledge that the generational belonging affects the variables that the employees value and consequently makes them stay at a company. The study has also shown that the most important variables that are identified in the different generations, also are found in the psychological contract. If knowledge-intensive companies identifies these variables and thereby strengthen the psychological contract, the output will be organizational loyalty and Employee Retention.
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Domingos, Maria Camilo Conceição. "Colaboração Intraorganizacional entre trabalhadores de Tecnologias de Informação de diferentes gerações." Master's thesis, Instituto Superior de Ciências Sociais e Políticas, 2021. http://hdl.handle.net/10400.5/21831.
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Dissertação de Mestrado em Sociologia das Organizações e do TrabalhoO presente estudo incidiu sobre a colaboração intraorganizacional existente entre diferentes pessoas inseridas num departamento de TI (Tecnologias de Informação) pertencentes a diferentes gerações. Teve como objetivo compreender de que formas colaboram entre si pessoas que pertencem a diferentes gerações, nomeadamente perceber se a geração tem impacto na colaboração diária entre pessoas deste departamento. Foram realizadas 18 entrevistas semiestruturadas a trabalhadores de TI da área metropolitana de Lisboa sendo uma das pessoas pertencente à geração Baby Boomer, quatro pessoas à geração X e as restantes treze à geração Y. Relativamente ao sexo, duas pessoas da amostra são do sexo feminino e as restantes do sexo masculino. As entrevistas tiveram a presença de um observador qualificado para desta forma facilitar a compreensão do vocabulário utilizado em TI. Os resultados permitiram perceber a importância que a colaboração tem no trabalho diário dos trabalhadores de TI e que, segundo os mesmos, a interdependência de tarefas existente que se traduz numa grande necessidade de colaboração. O estudo permitiu também compreender que os entrevistados não valorizam muito o fator geracional no que toca à sua predisposição para colaborar. Com efeito, os participantes neste estudo salientaram aspetos como a dificuldade em lidar com diferentes personalidades e a falta ou falhas de comunicação como fatores que interferem na colaboração entre colegas.
The present study focused on the intraorganizational collaboration that exists between different people in an IT (Information Technologies) department belonging to different generations. It aimed to understand the ways in which people belonging to different generations collaborate among themselves, namely to understand if the generation has an impact on the daily collaboration between people in this department. Eighteen semi-structured interviews were conducted with IT workers in the metropolitan area of Lisbon, one of the people belonging to the Baby Boomer generation, four people to the Generation X and the remaining thirteen to the Generation Y. Regarding gender, two people in the sample are female and the rest are male. The interviews had the presence of a qualified observer to facilitate the understanding of the vocabulary used in IT. The results made it possible to perceive the importance that collaboration has in the daily work of IT workers and that, according to them, the interdependence of existing tasks that translates into a great need for collaboration. The study also made it possible to understand that the interviewees do not place much value on the generational factor in terms of their willingness to collaborate. Indeed, the participants in this study highlighted aspects such as the difficulty in dealing with different personalities and the lack or failure of communication as factors that interfere in the collaboration between colleagues.
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Jamei, Steven, and David Ranedel. "Byteskostnader inom mobiltelefonbranschen beroende på konsumenternas generationer : en studie baserat på svenska konsumenter från generation Z, X, Y samt baby boomers." Thesis, Högskolan Kristianstad, Sektionen för hälsa och samhälle, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-15926.
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Tidigare studier betonar vikten av byteskostnader som spelar en stor roll för konsumenters val av en viss produkt och även påverkar flertal kritiska aspekter för företagets framgång. Dessa byteskostnader anses vara konsumentspecifika och skiljer sig åt beroende på bransch, demografiska faktorer och konsumentens preferenser. Generation är en faktor som inte har lyfts bland tidigare studier gällande val av mobiltelefon. Studien kommer därför att analysera och kontrollera ifall byteskostnader påverkas av konsumenternas generation. Därav är syftet med studien är att förklara hur byteskostnader i den svenska mobiltelefonbranschen inverkar vid ett eventuellt byte av mobiltelefon, under förutsättning av konsumentens ålder. För att besvara syftet har tidigare litteraturer och forskning använts, som definierar olika typer av byteskostnader. Liknande metod har använts hos de olika generationsgrupperna för att beskriva vad som klassificerar respektive generation gällande teknologi och olika beslutsval. Teorin avslutas med en modell som ger en helhetsbild på de olika punkter studien kommer att tangera samt hypoteser som har skapats från tre specifika byteskostnader. En kvantitativ metodval har använts i form av enkätundersökning för att analysera om och hur generationerna påverkar byteskostnaderna. En deskriptiv analys och en regressions analys har även genomförts för att besvara studiens hypotes samt för att bevisa att den är statistiskt säkerställd. Resultatet påvisade att det finns ett eventuellt samband mellan generation och byteskostnader men att de tre specifika byteskostnader som hypotes prövades inte har någon påverkan på generation.
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Lacey, Debra. "The baby buster generation a profile of and response to eighteen to twenty-two-year-olds on Christian college campuses /." Theological Research Exchange Network (TREN), 1995. http://www.tren.com.
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Rodestrand, Robin, and Filip Åberg. "Val av intern kommunikationskanal -En generationsfråga? : En kvalitativ studie ur ett medarbetarperspektiv." Thesis, Högskolan i Gävle, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-29209.
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Sammanfattning Titel: Val av intern kommunikationskanal - En generationsfråga? Nivå: C-uppsats, examensarbete i ämnet företagsekonomi Författare: Filip Åberg och Robin Rodestrand Handledare: Agneta Sundström och Kristina Mickelsson Datum: 2019 - januari Syfte: Syftet med studien är att ökad förståelsen för hur ledares val av interna kommunikationskanaler kan anpassas efter medarbetares generationstillhörighet och hur den kan bidra till en effektivare kommunikation mellan ledare och medarbetare. Metod: Studien grundar sig i en hermeneutisk forskningsansats där en kvalitativ forskningsdesign har använts vid insamling av empiri genom semistrukturerade intervjuer med medarbetare inom en specifik organisation. En tematisk analys genomfördes av empirin, genom vilken vi sammanställde teman utifrån respondenternas perspektiv. En typologisk analys användes för att visa skillnader och likheter mellan olika generationers preferenser i val av kommunikationskanal. Resultat och bidrag: Studiens bidrag är att det föreligger fler likheter än skillnader mellan baby boomers, generation Ys och generation Xs preferenser av interna kommunikationskanaler. De enda skillnader som studien belyser är att generation X värderar epost högre än övriga generationer, samt att generation Y värderar kommunikation genom chattfunktioner högre än de andra två generationerna. Studien fastställer även att andra aspekter såsom relation, kontext och informationsöverflöd, är betydande inom ledares val av intern kommunikationskanal. Förslag till fortsatt forskning: Denna studie ger som förslag att undersöka hur generationer skiljer sig åt i preferenser av interna kommunikationskanaler inom andra kontexter än den som undersökts i denna studie. Ett annat förslag till fortsatt forskning är att djupare undersöka generation Xs användning av epost och generation Ys användning av chattfunktioner. Vidare kan framtida forskning undersöka hur relationen mellan ledare och medarbetare samt informationsöverflöd påverkar ledares val av interna kommunikationskanaler. Nyckelord: Intern kommunikation, interna kommunikationskanaler, baby boomers, generation X, generation Y.Abstract Title: The choice of internal communication channel - A generation issue? Level: Final assignment for bachelor degree in business administration. Author: Filip Åberg and Robin Rodestrand Supervisor: Agneta Sundström and Kristina Mickelsson Date: 2019 - januari Aim: The aim of the study is to increase understanding of how managers choice of internal communication channels can be adapted to employee’s generation and how it can contribute to more effective communication between managers and employees. Method: The study is based on a hermeneutic research tradition in which a qualitative research design was used to gather empirical work through semi-structured interviews with employees in a specific organization. Thereafter a thematic analysis was conducted, through which we compiled themes based on the respondent’s perspective. A typological analysis was used to show differences and similarities between different generation preferences in the choice of communication channel. Conclusion and contribution: The study's contribution is that there are more similarities than differences between baby boomers, generation Y's and generation X's preferences of internal communication channels. The only differences that the study illustrates is that generation X values e-mail higher than other generations. And that generation Y values communication through chat features higher than the other two generations. The study also states that other aspects such as relationship, context and information overflow are significant in the leaders choice of internal communication channel. Suggestions for future research: This study proposes to investigate how generations differ in their preferences of internal communication channels in other contexts than those studied in this study. Another suggestion for further research is to deeper investigate the generation Y's use of e-mail and generation X's use of chat features. Furthermore, future research can investigate how the relationship between leaders and employees, as well as information overflow, affect leaders' choice of internal communication channels Keywords: Internal communication, internal communication channels, baby boomers, generation X, Generation Y.
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De, Vos Nele. "Generations and intention to leave current job : Belgian nurses in the workplace." Thesis, Högskolan Dalarna, Företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:du-21704.
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This master thesis aims to identify work-related factors making Belgian nurses consider leaving their job voluntary and to compare the work-related factors across different generations. The purpose of this master thesis has a descriptive nature of research. The research approach chosen is a deductive approach and the research design chosen is a quantitative research design. Cluster sampling in combination with simple random sampling was used as sampling technique. 128 nurses were surveyed from April to May 2016. Nurses who reported to leave the organization due to retirement reasons, temporary employment contract or maternity leave were excluded from the study as this study investigates the voluntary turnover intention. A total of 68 nurses were included in the study which indicates an overall response rate of 53 %. Numerous of the findings in this master thesis are consistent with previous studies on turnover intention of different generations in other western-countries than Belgium. The work-related factor workload was most often reported by Belgian nurses with no intention to leave their job. Belgian nurses with an intention to leave their job indicated most often the work-related factor (non-)financial benefits. The generation-specific findings indicated both similarities and differences between the work-related factors selected. It was observed that Baby Boomers with an intention to leave their job selected most often variables related to the work-related factors (non-)financial benefits, supportive organization and workload. The variable lack of recognition appeared among Baby Boomers with an intention and no intention to leave their job. Surprisingly was the often selected variables lack of direct and/clear feedback on performances and unsupportive supervisor among Baby Boomers with professional turnover intention. Further, it was observed that Generation Xers with an intention to leave their job selected most often variables related to the work-related factors supportive organization, communication, (non-)financial benefits, work content and workload. The variables inadequate opportunity for advancement/professional growth and imbalance work-life appeared among Generation Xers with an intention and no intention to leave their job. Generation Yers with an intention to leave their job selected most frequently variables related to the work-related factors (non-)financial benefits, workload and commitment. The variables inadequate salary and opportunities elsewhere appeared among nurses with an intention and no intention to leave their job. Surprisingly was the often selected variable inadequate salary among Generation Yers with professional turnover intention.
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Hrnčiarová, Lucie. "Organizační chování různých generací." Master's thesis, Vysoká škola ekonomická v Praze, 2009. http://www.nusl.cz/ntk/nusl-76665.
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Topic of this diploma thesis is organizational behavior of various generations with focus on the youngest generation which is present in the workplace. This generation is called Generation Y. The goal is to prove or overcome presumption that Generation Y is very different from previous generations, has different values, working and life style and that organizations will have to put a lot of effort to be able to manage this generation effectively. Thesis include description of graduate strategy which is implemented at Hewlett-Packard. In the end is overall recommendation for companies how effectively lead Generation Y and specific recommendation for Hewlett-Packard, related to current company strategy.
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Paniale, Lisa. "An Analysis of Generational Differences and Their Effects on Schools and Student Performance." Doctoral diss., University of Central Florida, 2013. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/5685.
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This study examined the effects of generational differences on student achievement of students in Brevard Public Schools, Brevard County, Florida. The independent variable was the generational cohorts (Traditionalist, Baby Boomer, Generation X, and Millennials). The dependent variable was the factors of job satisfaction, organizational commitment, and work motivation. A second dependent variable was Value-Added Measure (VAM) scores calculated by the Department of Education for the state of Florida for each teacher of grades K-12. These VAM scores were derived from the Florida Comprehensive Assessment Test (FCAT) Reading and Math Developmental Scale scores to show a teacher's effect on student achievement. A convenience sample of teachers was surveyed from the population of all Brevard Public Schools teachers, and respondents' VAM scores were analyzed for differences in the means. Findings showed that there was a statistically significant difference in job satisfaction among the generational cohorts based on the benefits factor. Baby Boomers found benefits to be a more important aspect of job satisfaction than did Millennials. There was also a statistically significant difference in organizational commitment among the generational cohorts based on career at current school. Baby Boomers found spending the rest of their career at their current school significantly more important than did Millennials. There was no statistically significant difference among the generational cohorts in work motivation or means of VAM scores. Recommendations were made for future studies that generalize the finding to other counties in Florida, other states, and other countries. The possibility of generational impact being a cultural experience would be addressed. Another possible future study included examining individuals within a single generational cohort. Gender considerations are one area for study. Furthermore, it is recommended that future studies move beyond one timeframe for gathering data. A longitudinal study of the same people within a generation from the beginning of their career to the end to determine if values change due to aging and gaining experience as compared to belonging to a generation should be conducted.Ed.D.
Doctorate
Teaching, Learning, and Leadership
Education and Human Performance
Educational Leadership; Previous Leadership Certificate
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Badakhova, Arina, and Reinis Virza. "Knowledge sharing between different generations in engineering field." Thesis, Högskolan Dalarna, Företagsekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:du-34381.
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Purpose: The purpose of particular study is to explore individuals’ perceptions of knowledge sharing and its obstacles in a multigenerational engineering company. This study focuses on two groups of individuals: employees and managers. The perception of knowledge sharing and how differently generations perceive it is covered in this study. The obstacles which could occur during knowledge sharing between different generations in the engineering field are explored. The role of management in knowledge sharing processes is also covered. Methodology: To explore individuals’ perceptions of knowledge sharing and its obstacles in a multigenerational engineering company. A qualitative research approach was applied, using single company case study strategy. The case company is one of the leading construction engineering companies in Latvia. The primary data was gathered by conducting 12 semi-structured interviews, 3 interviews per every generation (Millennial, Generation X and Baby boomer) and 3 interviews with managers. The secondary data was obtained from the company, which included internal documents covering the general information about the company, guidelines and policies. By the usage of primary and secondary data triangulation of the study was reached. Findings: The thesis provides analysis of knowledge sharing and its obstacles within the multigenerational workforce of a construction engineering company. The perceptions of three generational cohorts such as Baby Boomers, Generation X and Millennials are presented. The conceptual framework for the study was built on the basis of three dimensions such as organizational. individual and technological obstacles. Based on the conceptual framework, authors brought up several propositions which supported the analysis process. The analysis showed that there are differences in perception of knowledge sharing and obstacles connected with it between engineers of different generations. Originality: There has not been any research about knowledge sharing between different generations in Latvia nor in Northern Europe, in general. The engineering field is a knowledge intensive sector, therefore knowledge sharing is crucial. Labor force still contains three different generations, thus it is important to explore whether engineering companies in Latvia have faced knowledge sharing obstacles, as it is a rapidly developing sector in this particular country.
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Bethune, Mary. "Save That Thought| A Case Study of How Knowledge Is Transferred between Baby Boomers and Generation-X Aerospace Engineers." Thesis, City University of Seattle, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10828846.
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The current American workforce is at a crossroads due to the number of Baby Boomers either retiring or on the cusp of retirement. For many organizations, this cohort possesses knowledge and experiences that can be lost if this knowledge is not transferred before their departure from the organization. This ability to share knowledge is increasingly recognized both as a valuable asset for organizations and as a modern-day challenge for leaders. The purpose of this research was to explore the process of organizational knowledge sharing resulting from the Baby Boomers’ retirement. Using case study methodology and a single-stage sampling procedure, twelve participants were recruited to participate, and research questions were designed, to address how two generations of aerospace engineers describe their experiences with knowledge transfer and the strategies used to support such a transfer. Sources of information for this study were face-to-face, semi-structured interviews, organizational documents, and artifacts. Data were analyzed, generating codes and conceptual categories that eventually led to the emergence of the three themes of organizational knowledge transfer, promote knowledge sharing, and tacit and explicit knowledge. An analysis of these three themes resulted in three specific recommendations for action which were: (a) turning tacit knowledge into explicit knowledge, (b) creating knowledge sharing activities, and (c) developing purposeful leadership. Future researchers could explore management views of knowledge sharing and the impact on the organization.
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Banks, Pierre W. "Exploratory Study of Generational Differences in Facets and Overall Job Satisfaction of a Division in a Multi-state Healthcare Provider." Bowling Green State University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1554425954469182.
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Ernstsson, Astrid, Simon Rissler, and Oliver Johansson. "Hur fungerar Birgitta och Noel i en arbetsgrupp? : - En kvalitativ uppsats om samspel, konflikter och utveckling hos grupper med olika generationer." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-85720.
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Det finns en hel del genomgående forskning kring hur arbetsgrupper fungerar. Angående fenomenet generationer finns det även relativt mycket forskning, dock är den forskningen främst ifrån USA. Går vi vidare till hur olika generationer fungerar i arbetsgrupp, speciellt i en svensk kontext, finner vi däremot en kunskapslucka. Arbetsgruppers dynamik och uppbyggnad har under lång tid varit ett stort forskningsämne. Att arbetsgrupper fungerar och är högpresterande är viktigt för organisationer då de ansvarar för många viktiga områden och uppgifter. Under senare tid har etnicitet, kultur och köns påverkan på arbetsgrupper varit faktorer som varit en trend inom forskningen. I skuggan av dessa har olika generationers påverkan blivit bortglömd. Därmed ville vi genom en kvalitativ forskningsmetod öka förståelsen för samspel, konflikter och utveckling i multigenerationella grupper. Genom semistrukturerade intervjuer med två arbetsgrupper ifrån olika företag fick vi ett empiriskt material med en svensk kontext som visade vad medarbetare i grupperna hade för egna erfarenheter och intryck av multigenerationella grupper. Uppsatsen visar att arbetsgrupper gynnas av att ha olika generationer i sin arbetsgrupp då de bidrar med olika styrkor och svagheter som kompletterar varandra väl. Konflikter var något vi vid uppsatsens början förväntade oss skulle finnas mellan generationerna, det visade sig dock inte vara något större problem enligt arbetsgrupperna. Trots olikheter mellan generationernas syn på värderingar, lojalitet och hierarki fungerar samspelet i arbetsgrupperna väl.
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Powell, John Neal. "Generational perceptions of effective leadership." Full text available, 2003. http://images.lib.monash.edu.au/ts/theses/powelljohn.pdf.
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Harber, Jeffery G. "Generations in the Workplace: Similarities and Differences." Digital Commons @ East Tennessee State University, 2011. https://dc.etsu.edu/etd/1255.
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Occurrences of four generations working side by side are not unusual. The four generations include Traditionalist, Baby Boomers, Generation X, and Generation Y. Members of each generation have views and opinions about their work ethic and their definition of loyalty to the organization.
Hiring managers will need to know characteristics of each generation. This knowledge will enable the hiring managers to place the applicant in certain positions within their organizations. By matching applicants with the correct work positions, employees are able to use their skills and abilities to be productive and to establish measurable goals for themselves and their departments. Productive work enables the employees to work individually and as a team member. The research has shown that each generation has its own strengths and weakness. Members of the older generations show characteristics that accommodate customer service and loyalty to an organization. Members of the younger generations have the technical knowledge and the ability to train others in order to use this technology to the benefit of the organization.
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Jordan, Angelica. "Official and Unofficial Mentorship by Generational Cohorts of State Teachers of the Year." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3896.
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Some school districts are exploring mentorship to help teachers enact more effective classroom practices that lead to higher student outcomes. The Good to Great study, by the National Network of State Teachers of the Year outlined the professional growth opportunities that state teachers of the year (STOYs) perceived as contributing to their success in the classroom. Although the STOYs noted that mentorship was a key factor, the original study did not examine how different generations of educators may respond differently to mentorship based on their generational cohort identity. The purpose of this nonexperimental, causal-comparative study using Good to Great data was to examine how STOY Baby Boomers and Gen Xers perceived specific attributes of official and unofficial mentorship. Strauss and Howe's generational cohort theory and Zachary's mentoring theory provided the theoretical foundation. The research questions examined whether there was a significant difference between STOY Baby Boomers' and STOY Generation Xers' perceptions of (a) official mentors' and unofficial mentors' levels of empathy, (b) the alignment of personality to the mentee, and (c) their ability to offer support. In a secondary analysis of the existing data, Hotelling's T2 tests indicated that Baby Boomers and Gen Xers did not show a significant difference in their overall perceptions of official nor unofficial mentoring factors. However, a post hoc analysis indicated that Baby Boomers had a significantly higher (p = .01) perception of official mentors' personality alignment to the mentee. The positive social change implication of this study is the potential to increase student learning by designing more effective mentorship programs to meet the needs of different generations of teachers.
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Batista, Francisco Honório Araújo. "Grupos geracionais e o comprometimento organizacional : um estudo em uma empresa metalúrgica de Caxias do Sul." reponame:Repositório Institucional da UCS, 2011. https://repositorio.ucs.br/handle/11338/553.
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A proposta deste trabalho é de analisar o comprometimento organizacional dos funcionários de uma empresa metalúrgica de Caxias do sul. Esta empresa em análise é a Cemar Legrand empresa pertencente ao Grupo Legrand (Grupo Multinacional Francês). Foi utilizado para a análise um instrumento de pesquisa com reconhecimento pela comunidade científica chamado de modelo dos três componentes de Allen e Meyer (1997) , modelo que caracteriza o comprometimento organizacional em suas dimensões afetivo, instrumental e normativo, e foi aplicado o questionário em uma amostra de 311 funcionários da empresa. A análise deste trabalho também foi ampliada no sentido analisar este comprometimento organizacional por grupo de funcionários pertencentes às gerações (Geração Veteranos, Geração Baby boomers, Geração X e Geração Y), esta teoria das gerações, tem seu nascedouro na teoria geracional de Strauss e Howe (1991) onde os autores definem que em cada século há quatro gerações distintas e que cada uma das gerações comportam-se conforme as características de cada período geracional, bem como pelos acontecimentos de sua época. O resultado deste trabalho demonstra que há um bom comprometimento dos funcionários para com a empresa e não foi encontrado diferenças entre as dimensões do comprometimento para as gerações pesquisadas.Submitted by Marcelo Teixeira (mvteixeira@ucs.br) on 2014-06-03T17:14:25Z No. of bitstreams: 1 Dissertacao Francisco H A Batista.pdf: 1507649 bytes, checksum: 9b3ef22087ae3901c216ccc051c879d9 (MD5)
Made available in DSpace on 2014-06-03T17:14:25Z (GMT). No. of bitstreams: 1 Dissertacao Francisco H A Batista.pdf: 1507649 bytes, checksum: 9b3ef22087ae3901c216ccc051c879d9 (MD5)
The purpose of this study is to examine organizational commitment of employees at a metallurgical company in Caxias do Sul. This company in question is Cemar Legrand company belonging to Legrand Group. Was used to analyze a research tool to recognize the scientific community called "model of the three components of Allen and Meyer (1997)," model that characterizes the organizational commitment in their affective, instrumental and normative dimensions, and the questionnaire was applied in a sample of 311 employees. This analysis has also been expanded in order to analyze organizational commitment by this group of employees through the theory of generations (Generation Veterans, Generation Baby Boomers, Generation X and Generation Y), this theory of generations, has its origin in the theory of generational Strauss and Howe (1991) where the authors define it in every century there are four different generations and each generation behaves according to the characteristics of each generational period, as well as by the events of his time. This investigation demonstrates that there is a good employee commitment to the company and was not found differences between the dimensions of commitment for the four generations surveyed.
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Jones, Laurita M. "Strategies for Retaining a Multigenerational Workforce." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3789.
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As organizations become more age diverse, some business leaders face challenges managing a multigenerational workforce. The purpose of this single case study was to explore strategies that leaders at a university in Northwest Florida implemented to retain their age-diverse workforce. The targeted population was higher education business managers who had success with retaining an age-diverse staff. The conceptual framework of the study was Herzberg's 2-factor theory of motivation. A significant tenet of this theory is that employees explain satisfying and dissatisfying experiences based on intrinsic and extrinsic factors related to their job functions. The data collection process included face-to-face interviews with 4 participants and a review of company documents, including the university's strategic plan and diversity and inclusion initiatives. Through coding and thematic analysis, 7 themes emerged that could help leaders retain a multigenerational workforce: foster a diversity-friendly workplace culture, implement effective interpersonal communication strategies, employ a formal approach, encourage a healthy work-life balance, value employees and their differences, offer professional growth opportunities, and eliminate negative generational stereotyping. Developing and cultivating retention strategies may contribute to social change by helping managers and leaders enrich retention rates, thereby increasing employment stability, improving productivity, and enhancing organizational and community relations.
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Brown-Crowder, Rhonda Rochelle. "Work Motivation Theory: Identifying Multi-Generational Values in the Workplace." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4043.
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The workforce is diverse on gender, race, ethnicity, culture, work styles, and age. Employees from different generations have varying expectations of what they value from the workplace and therefore approach work differently. Generational differences can lead to mistrust and communication breakdowns. They can also impact job satisfaction and productivity. The Generational Cohort Theory was utilized in this nonexperimental study, and the sample was recruited from CB Richard Ellis Real Estate Group. The purpose of this study was to determine the work values differences among the 4 generational cohorts: Silent, Baby Boomers, Generation X and Millennials. The research questions for this quantitative study first identified the preferred work values, utilizing the Minnesota Importance Questionnaire (MIQ), and sought if there was a statistically significant means difference in those preferred values from 1 generation to another. A 1-way MANOVA was used to analyze the effect of generation cohort affiliation with preferred work values, revealing a positive relationship between cohort and preferred work values. Results indicated that some work values are unique between generations, such as being busy all the time and doing things for other people, and some are shared, including telling people what to do and having good coworkers. Additional research is needed to address the gap in current literature in the areas of autonomy and recognition. The implications for social change include acquiring a greater knowledge of similarities and differences between older and younger workers.. This knowledge is essential for building high-performing teams, for successful recruitment, and employee retention.
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Curry, Cheryl J. "Predicting the Effects of Extrinsic and Intrinsic Job Factors on Overall Job Satisfaction for Generation X and Baby Boomers in a Regional Healthcare Organization." Digital Archive @ GSU, 2005. http://digitalarchive.gsu.edu/pmap_diss/27.
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This dissertation investigates the impact of intrinsic and extrinsic job factors on overall employee job satisfaction for two generation cohort groups, Baby Boomers and Generation X, in a small rural healthcare organization. Eight job factors were selected for the study, reflecting popular characteristics associated with the two groups. The job factors were classified as intrinsic or extrinsic using Hertzberg’s two-factor theory. Intrinsic factors studied were: work itself, promotion, and recognition. Extrinsic factors studied were: pay, supervision, people, technology, and work-family balance. The Job Descriptive Index (JDI) scale was used to assess employee satisfaction with certain job factors; work itself, promotion, pay, supervision, and people. Scales similar to the JDI were created and used to measure satisfaction with technology, work-family balance, and recognition. The Job In General (JIG) scale was used to assess overall job satisfaction for each generation group. Multiple regression analysis was used to determine which of the job factors predicted of overall job satisfaction for each group. Results of the study indicate that overall satisfaction is influenced a discreet combination of intrinsic and extrinsic factors for each group. Generation X’s overall job satisfaction is predicted by extrinsic job factors, (work-family balance, and supervision) as well as intrinsic job factors, (work itself). Baby Boomers’ overall job satisfaction is predicted by an intrinsic job factor, (recognition) as well as an extrinsic job factor (supervision). Smaller than optimal sample size reduces applicability of the results and implies the need for extended research in this area to confirm findings of this study.
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Speer, Lisa Anne. "Four Generations Working Together in the Workforce and in Higher Education." Digital Commons @ East Tennessee State University, 2011. https://dc.etsu.edu/etd/1244.
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The purpose of this study was to help the reader hear and begin to understand each of the 4 generations, resulting in an awareness of how each generation perceived the world in general, and specifically its perception of work in an academic setting.
The researcher studied 4 participants currently or formerly involved in the higher education environment; each represented one of the 4 generations examined and was studied through stories, autobiography, notes, conversations, interviews, family stories, and life experiences. Today's American workforce is unique in that never before has there been such a diverse group of individuals working together. Research suggests that the mixing of race, gender, ethnicity, and generation in the workforce of today is remarkable. First, the 4 generations in this qualitative study were identified. For this study, the generations were known as The Veterans or Traditionalists born approximately between 1922 and 1945, The Baby Boomers born approximately between 1946 and 1964, Generation X born approximately between 1965 and 1980, and Generation Y born approximately between 1981 and 2000.
After the collection and analysis of the 3 sets of data (interactive interviewing, written descriptions, and descriptive observations), the researcher created a coding and catalog content analysis. Much of the researcher's work consisted of a process method of analysis to discover characteristics and patterns similar to the 4 generations represented in the qualitative Narrative Inquiry methodology.
Through the narrative inquiry method of this qualitative study, the examination of multiple generations within the workforce produced more similarities than differences. Common ground spanning over 80 years was evident more often than not. All 4 generations ultimately wanted the same thing with regard to their jobs: an enjoyable job, fulfillment and purpose, good benefits and pay, a perspective on what is important, respect, stability in the company and job, validation, and appreciation (Gibson, 2009).
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Bergman, Nicole, and Martina Sjöö. "Medarbetarmotivation i virtuella arbetsmiljöer : En studie från ett generationsperspektiv." Thesis, Högskolan Dalarna, Institutionen för kultur och samhälle, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:du-37670.
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Syfte: Syftet med studien är att undersöka motivation inom virtuella arbetsmiljöer. Vidaresyftar studien även till att jämföra skillnader mellan olika generationer gällande motivation ivirtuella arbetsmiljöer.Metod: I denna studie har en kvantitativ metod applicerats med hjälp av enwebbenkätundersökning. Studien är hypotetisk-deduktiv där hypoteser härleds från denteoretiska referensramen. Den data som samlats in består av 84 svar, vilka bearbetades iprogrammet SPSS där oberoende t-test och medelvärdesanalys genomfördes.Resultat & slutsats: Av de motivationsfaktorer som studerats motiveras den äldregenerationen av flexibilitet och självstyre och bra ledarskap, samt delvis av teknologiskbekvämlighet. Den yngre generationen motiveras av flexibilitet och självstyre, teknologiskbekvämlighet och bra ledarskap, samt ledarskap kopplat till social närvaro. Studien har ävenfunnit att de faktorer som leder till motivation, också kan leda till amotivation inom virtuellaarbetsmiljöer om de hanteras oaktsamt.Bidrag: Studiens praktiska bidrag är en ökad förståelse för olika generationers motivationhos medarbetare inom virtuella arbetsmiljöer, vilket kan underlätta ledararbete ochHR-processer. Studiens teoretiska bidrag ger framför allt en indikation på motivationsfaktoreroch amotivationsfaktorer inom virtuella arbetsmiljöer genom de teoretiska modeller somutvecklats. Vidare bidrar studien även med teoretiska förslag på nya perspektiv på Herzbergstvåfaktorteori och Hawthornestudien.Aim: The purpose of the study is to investigate motivation in virtual work environments.Furthermore, the study also aims to compare differences between different generationsregarding motivation in virtual work environments.Method: In this study, a quantitative method has been applied using a web based survey. Thestudy is hypothetical-deductive where hypotheses are derived from the theoreticalframework. The data collected consists of 84 responses, which were processed in the programSPSS where independent t-tests and mean value analyses were performed.Results and conclusions: The older generation was found to be motivated by flexibility andself-management and good leadership, as well as in part by technological comfort. Theyounger generation is motivated by flexibility and self-management, technological comfortand good leadership, as well as leadership linked to social presence. The study additionallyfound that the factors which lead to motivation also can lead to amotivation in virtual workenvironments if they are handled negligently.Contribution: The study's practical contribution is an increased understanding of differentgenerations' motivation among employees in virtual work environments, which can facilitateleadership work and HR processes. The study's theoretical contribution primarily provides anindication of motivational factors and amotivational factors within virtual work environmentsthrough the theoretical models that were developed. Furthermore, the study also contributeswith theoretical proposals for new perspectives on Herzberg's two-factor theory and theHawthorne study.
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Cammarata, Samantha. "Generational differences in South African women’s leadership approach : a life history investigation." Diss., University of Pretoria, 2013. http://hdl.handle.net/2263/31621.
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Recent literature shows an increased interest in generational differences among the workforce, particularly in Western societies. This has coincided with a focus on the role of women as successful leaders in the workplace. Despite this, the exploration and understanding of generational differences amongst female leaders in organisations has received limited attention, particularly in the South African context. The main purpose of the study was therefore to explore whether generational differences among women have an influence on how they approach leadership roles in a South African context. The study also sought to examine whether there are differences in gender identity across the generations as a result of socialisation. The study adopted a qualitative, life histories methodological approach to address the research purposes. Semi structured interviews were conducted with nine South African women in leadership positions from both the Baby Boomer and Generation X generational cohorts. The two generational cohorts were selected as they make up the majority of the current workforce while also being more likely, due to their age, of occupying leadership positions. The interviews were recorded and transcribed, and were imported into Atlas.ti for data analysis. The findings indicated that mothers played a dominant role in the socialisation of women, while fathers were significantly less present in the women’s stories. In terms of the effect of socialisation on career and leadership expectations, Baby Boomers were taught that they should be ‘stay-at-home-mothers’ and after having raised their children could then begin their careers. Generation X believed that they could be career women just as easily as ‘stay-at-home-mothers’. Despite both generations favouring a transformational approach to leadership, each generation differed in the way it practiced leadership. Baby Boomers led in a shared, structured and empowering manner, whereas Generation Xs focused on being attentive, unlocking potential, identifying talents of followers, and assisting in the growth and development of followers within their leadership approach.Dissertation (MCom)--University of Pretoria, 2013.
Human Resource Management
unrestricted
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Fantasia, Cynthia Jean. "Baby boomer women facing retirement." Theological Research Exchange Network (TREN) Access this title online, 2005. http://www.tren.com.
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Sneeringer, Stanley C. "Boomer spirituality, or, How I stopped worrying and decided to help the baby boomer." Theological Research Exchange Network (TREN), 1993. http://www.tren.com.
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McFarlin, James W. "A comparison of baby-boomer and pre-boomer life-values in independent Baptist churches of Walton County, Georgia." Theological Research Exchange Network (TREN), 1997. http://www.tren.com.
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Cuentas, Zevallos Sergio Mario Augusto, Guerra Lorenza Noemí Rentería, and Vilcarima Jhinezhka Eveling Denegri. "Relación entre algún factor de riesgo psicosocial y la ausencia laboral injustificada de los operarios de las generaciones millennials, X y baby boomers de la compañía Go Clean Perú, en 2019." Master's thesis, Universidad Peruana de Ciencias Aplicadas (UPC), 2020. http://hdl.handle.net/10757/653408.
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La investigación parte de la preocupación que existía en la Compañía Go Clean Perú, ubicada en el distrito limeño de Miraflores, donde se presentaban ausencias laborales no justificadas por parte de los operarios, bajo el contrato a plazo fijo y sujeto a la modalidad de servicio específico.
El objetivo de la investigación fue identificar la relación entre algún factor de riesgo psicosocial y la ausencia laboral injustificada de los operarios de las generaciones millennials. X y baby boomers de la compañía Go Clean Perú, en el periodo de mayo a octubre del 2019, a fin de proponer un plan de acción para reducir la ausencia no justificada de los operarios de la compañía. El estudio se realizó en varias etapas: selección de la población, análisis de los datos, aplicación del cuestionario SUSESO/ISTAS 21 versión breve y, por último, el análisis de los resultados.
Se determinó que las ausencias no justificadas estaban relacionadas con las dimensiones apoyo social y calidad de liderazgo, lo que nos llevó a desarrollar un plan de acción para disminuir el factor de riesgo psicosocial y las ausencias.The investigation is based on the concern that existed in the Go Clean Peru Company, located in the Lima district of Miraflores, where there were unjustified absences from work on the part of the operators, under the fixed-term contract and subject to the specific service modality. The objective of the research was to identify the relationship between some psychosocial risk factor and the unjustified absence from work of the workers of the millennial generations. X and baby boomers of the company Go Clean Peru, in the period from May to October 2019, in order to propose an action plan to reduce the unjustified absence of the company's workers. The study was carried out in several stages: selection of the population, data analysis, application of the SUSESO / ISTAS 21 questionnaire, short version and, finally, the analysis of the results. It was determined that the unexcused absences were related to the dimensions of social support and quality of leadership, which led us to develop an action plan to reduce the psychosocial risk factor and absences.
Trabajo de investigación
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Kyle, Sara McVean. "Skilled nursing facilities| Wellness requests from the Baby Boomer generation." Thesis, Texas Woman's University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3608288.
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The purpose of this study was to determine wellness specific requests of the Baby Boomer population in reference to choosing a skilled nursing facility for self and family members. Participants are any individual born from 1946 ¨C 1964 with access to the survey via internet or hard copy. A survey was emailed using various hosting sites, such as corporate emails, social media sites, and forwards to additional contacts, containing questions regarding physical, social, and intellectual wellness preferences in the nursing setting. Returned survey responses through PsychData totaled 462, totaling 436 useable surveys. All data analyses were conducted using SPSS version 21.0, using a significance level of p ≤ .05: for all analyses. Results of the study show that the specific demographics of income and education may not significantly determine the extent to which a Baby Boomer will prefer certain dimensions of wellness in a skilled nursing facility. However, gender has a significant impact on both physical and social wellness preferences based on Mann Whitney analysis. Physical wellness questions regarding meal options, walking trails, supervised exercise programs, adapted exercise programs, and overall wellness were all significantly different at p <.001. Mean scores indicate women place slightly greater importance on each measure of physical wellness. Social wellness and gender shows association when measuring (1) distance of facility from family members and potential visiting friends, (2) family proximity to facility (3) animal interaction, and (4) volunteer opportunities. While the differences between genders are statistically significant for four of the five social wellness questions, there is only a noticeable difference for animal interactions. Additionally, intellectual wellness is important to Baby Boomers, exhibited by selections of ongoing educational programs and accessibility to technology and internet communication via Wi-Fi availability. In conclusion, the majority of Baby Boomers surveyed seek physical and social wellness opportunities in long term care, specifically skilled nursing despite income and education levels.
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Iden, Ronald Lee. "Strategies for Managing a Multigenerational Workforce." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2087.
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The multigenerational workforce presents a critical challenge for business managers, and each generation has different expectations. A human resource management study of organizations with more than 500 employees reported 58% of the managers experiencing conflict between younger and older workers. The purpose of this single case study was to explore the multigenerational strategies used by 3 managers from a Franklin County, Ohio manufacturing facility with a population size of 6 participants. The conceptual framework for this study was built upon generational theory and cohort group theory. The data were collected through face-to-face semistructured interviews, company documents, and a reflexive journal. Member checking was completed to strengthen the credibility and trustworthiness of the interpretation of participants' responses. A modified van Kaam method enabled separation of themes following the coding of data. Four themes emerged from the data: (a) required multigenerational managerial skills, (b) generational cohort differences, (c) most effective multigenerational management strategies, and (d) least effective multigenerational management strategies. Findings from this study may contribute to social change through better understanding, acceptance, and appreciation of the primary generations in the workforce, and, in turn, improve community relationships.
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LaVacca, Brian J. "The anticipated impact of the baby boomer generation on U.S. healthcare." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 2006. http://www.kutztown.edu/library/services/remote_access.asp.
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Thesis (M.P.A.)--Kutztown University of Pennsylvania, 2006.Source: Masters Abstracts International, Volume: 45-06, page: 2948. Typescript. Abstract precedes thesis as 1 leaf (iii). Includes bibliographical references (leaves 150-153).
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Jones, Joyce Moses. "Generational Differences among Social Security Administration Employees and Their Perception of Value." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2988.
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Social Security Administration (SSA) managers and leaders are facing an unprecedented challenge to understand 3 to 5 generations of employees, and value the diversity of each group (Glass, 2007). Perceived lack of recognition has resulted in low morale and job satisfaction, leaving employees not feeling valued. The purpose of this qualitative, phenomenological research study was to explore, identify, and examine the lived experiences and perceptions of SSA employees to determine how managers and leaders can contribute to employee valuation. The central question and subquestions were designed to determine whether generational theory accurately described the lived experiences and perceptions of the subjects' value to the organization. Data collection included in-depth interviews with 15 employees of SSA, 5 from each of the most represented generational groups: Baby Boomers, Generation Xs, and Generation Ys. Key findings of a thematic analysis were that employees of differing generations feel valued in different ways. It was found that appreciation for each generation should be shown in a way that is meaningful to that generation, and does not reflect discrimination of another group. The results of this study contribute to positive social change by clarifying the relationship between generational differences and perception of value and provides specific recommendations to SSA managers and leaders. This guidance is an important contribution to the existing literature and will enhance social change initiatives through valuing all employees for the skills and talents they bring to the organization irrespective of age.
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Bristow, Jennie. "The construction of the Baby Boomer generation as a social problem in Britain." Thesis, University of Kent, 2015. https://kar.kent.ac.uk/47655/.
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The research presented in this thesis investigates how the ‘Baby Boomer generation’ has become constructed as a social problem in Britain. I begin by outlining the theoretical orientation of the research, which is grounded in Mannheim’s understanding that the problem of generations is to do with the interaction between generational location and wider social forces. The subsequent chapters present the results of a qualitative media analysis of the Baby Boomer problem, using a sample of British national newspaper articles published between 1986 and 2011 to examine the development of a cultural script. These chapters outline, first, the main features of the Baby Boomer problem as it is currently presented, before moving on to analyse how the cultural script has, over time, constructed the Boomer generation in two main ways: as an economic problem, and as a cultural problem. My findings indicate that both the attributes of the Baby Boomer generation, and the importance attached to generation as a political or social category, have changed over time, and are affected by wider political, social, and cultural shifts. This has a number of implications for how we think about the construction of the problem of generations in the present day.
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Oakley, Florence. "Generational differences in the frequency and importance of meaningful work." Thesis, University of Canterbury. Department of Management, 2015. http://hdl.handle.net/10092/10931.
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This thesis aimed to investigate generational differences in the frequency and importance of meaningful work in employees based on the 7 facets of the Map of Meaning. Hypotheses were tested through Analysis of Variance of secondary data. 395 participants self-reported levels of meaningful work on the Comprehensive Meaningful Work Scale. Results indicated that Generation Y had significantly lower levels of meaningful work. Generation Y had significantly lower levels of Unity (importance), Serving (frequency and importance), Expressing full potential (frequency), Reality (frequency and importance) and Inspiration (frequency). Significant differences occurred mainly between Generation Y and Baby boomers, with some significant differences between Generation Y and Generation X and no significant differences between Generation X and Baby boomers. Results showed that overall frequency and importance levels were significantly lower for Generation Y. Overall frequency levels were lower than overall importance levels, which suggests that employees’ desire for meaningful work may not be satisfied. In light of this evidence, it is suggested that to improve organisational outcomes such as engagement, retention and performance, managers should provide opportunities for employees to engage in meaningful work with particular focus on Generation Y. Employees themselves should take responsibility to find meaning in their own work and life because engagement in meaningful activities can lead to satisfaction, belonging, fulfilment and a better understanding of one’s purpose in life.
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Mathiyazhagan, Nithyanandam Mathiyazhagan. "An Exploration of Baby Boomer Mass Retirement Effects on Information Systems Organizations." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3112.
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The potential knowledge loss from Baby Boomer generation employee retirements can negatively affect information systems organizations. The purpose of this hermeneutic phenomenology study was to explore the lived experiences of the leaders and managers of information systems organizations as they tried to maintain operational continuity after Baby Boomer worker retirements. The impact of this issue was the operational continuity after the Baby Boomer worker retirement. The social impact of this issue was the knowledge loss events that might result in business loss or even bankruptcy. McElroy's knowledge life cycle model was the conceptual framework for this study that included knowledge production and knowledge integration processes within a feedback loop. The lived experiences of 20 knowledgeable participants who had experienced institutional knowledge loss from retired Baby Boomer generation employees were captured through purposeful sampling. Data were collected through individual interviews using either face-to-face or a web conferencing tool such as Skype and analyzed through a modified Van Kaam. Five themes were identified: business climate, delivery practices, work processes, camaraderie, and management response. Significant attributes that added to the body of knowledge were workplace navigation, alternate focus, and outsourcing management. The results of the study may enable organizations to be better able to understand and manage the Baby Boomer knowledge loss effects and subsequently create systems to help maintain their competitive edge and avoid knowledge loss that might result in business loss or even bankruptcy.
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Comer, Eliza. "Perceived Entitlement Among Amillenials Versus Baby Boomers: A Cross-Generational Examination." DigitalCommons@USU, 2017. http://digitalcommons.usu.edu/etd/6834.
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As the Millennial workforce grows, understanding how Millennials are viewed specifically in terms of entitlement - is an issue that merits attention, since perceived entitlement could negatively impact the extent to which an individual's contributions are valued in the workplace. While prior research suggests that Millennials are entitled (Allen 2015; Fisk 2010; Myers 2010), it neglects how perceptions of entitlement may differ across generations. We aim to address this gap by examining whether Baby Boomers and Millennials differ in their perceptions of what constitutes entitled behavior. Specifically, we test whether an individual's age, together with situational factors, may influence the extent to which an identical behavior is perceived as entitled.
We addressed our research question in three stages that involved multiple research methods. First, we reviewed the existing literature on entitlement to better understand what behaviors are typical of individuals who are viewed as entitled. Second, we conducted exploratory research to understand qualitative differences that may exist in perceptions of entitlement by running four focus groups comprised of either Baby Boomers or Millennials. Third, leveraging the focus group findings, we performed an experiment involving over 400 participants across the United States to test our hypotheses regarding generational differences in perceptions of entitlement.
Consistent with prior research that Millennials are more entitled than other generations, our focus group results suggested that Millennials are viewed as more entitled than other generations, both by themselves and by Baby Boomers. Similarly, our experimental results did not reveal a difference across generations in perceptions of what constitutes entitled behavior. Together, these findings suggest that behaviors judged to constitute entitlement are viewed similarly across generations, and may be exhibited more frequently among Millennial s than Baby Boomers.