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Sparks Coburn, Amy, and Samantha J. Hall. "Generational differences in nurses’ characteristics, job satisfaction, quality of work life, and psychological empowerment." Journal of Hospital Administration 3, no. 5 (May 9, 2014): 124. http://dx.doi.org/10.5430/jha.v3n5p124.
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Objective: Currently, there are four generations in the nursing workforce. Each generation holds a different set of values that create challenges for managing a multi-generational workforce; these values affect nurses’ perceptions of quality of work life (QWL), psychological empowerment (PE), and job satisfaction (JS). The aims of this study are to (1) identify differences in the characteristics of Baby Boomer, Generation X, and Millennial nurses, (2) identify differences in the QWL between Baby Boomer, Generation X, and Millennial nurses, (3) identify differences in JS between Baby Boomer, Generation X, and Millennial nurses, and (4) identify differences in PE between Baby Boomer, Generation X, and Millennial nurses. Methods: This descriptive, comparative design was conducted via a web-based survey among 223 registered nurses in the USA. Data was collected using Survey Monkey. Results: Baby Boomers had significantly more years of experience, higher levels of both PE and JS as compared to Generation X and Millennial nurses. Conclusions: The findings of this study indicate the prominence of RNs’ sociological value systems on their perceptions of their workplace. Based on these findings, nurse managers can work to create an environment that is supportive of multiple generations; an environment that enhances PE and, in turn, JS.
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Mulyanti, Rita Yuni. "PERBEDAAN NILAI-NILAI KERJA GENERASI BABY BOOMER, GENERASI X DAN GENERASI Y (Survey Pada Karyawan Hotel Provinsi Jawa Barat)." Jurnal Ekobis : Ekonomi Bisnis & Manajemen 11, no. 1 (March 31, 2021): 79–91. http://dx.doi.org/10.37932/j.e.v11i1.251.
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Setiap generasi memiliki nilai-nilai yang dibentuk oleh peristiwa-peristiwa penting dalam sejarah yang mengubah arah perkembangan masyarakat tempat generasi itu dibesarkan secara fundamental. Peristiwa ini memengaruhi nilai, preferensi, dan perilaku saat bekerja. Artikel ini menjelaskan tentang perbedaan nilai yang dianut oleh generasi baby boomer, generasi X, dan generasi Y di tempat kerja. Metode penelitian yang digunakan dalam penelitian ini adalah deskriptif kausatif, dengan data primer yang dikumpulkan melalui survei pada 400 orang karyawan hotel di Provinsi Jawa Barat. Sebanyak 55 orang karyawan generasi baby boomer, 144 karyawan generasi X dan 201 karyawan generasi Y telah mengisi kuesioner. Data yang diperoleh dianalisis menggunakan uji Kruskall Wallis dan dilanjutkan dengan uji post hoc dengan uji Mann Whitney. Hasil analisis data menunjukkan adanya perbedaan nilai-nilai antara generasi baby boomer, X dan Y. Generasi baby boomer memiliki kepatuhan yang berbeda dengan generasi X dan generasi Y. Generasi baby boomer dan generasi Y juga memiliki perbedaan nilai-nilai yang berkaitan dengan work life balance. Selain itu juga ditemukan perbedaan antara generasi X dengan generasi Y pada nilai-nilai yang berkaitan dengan kepatuhan, work life balance dan pengaruh. Perbedaan nilai-nilai generasi perlu dikelola dengan baik agar dapat bersinergi dalam mencapai tujuan perusahaan.Kata kunci: Nilai-nilai generasi, generasi X, generasi Y, baby boomer, uji beda, Kruskall Wallis ABSTRACTEach generation has values shaped by important events in history that fundamentally changed the direction of the development of the society in which that generation was raised. These events affect your values, preferences, and on-the-job behavior. This article describes the different values held by the baby boomer generation, generation X, and generation Y in the workplace. The research method used in this research is descriptive causative, with primary data collected through a survey of 400 hotel employees in West Java Province. A total of 55 employees of the baby boomer generation, 144 of the X generation and 201 of the Y generation employees have filled out the questionnaire. The data obtained were analyzed using the Kruskall Wallis test and followed by the post hoc test with the Mann Whitney test. The results of data analysis show that there are differences in values between the baby boomer generations, X and Y. The baby boomer generations have different obedience from generation X and generation Y. The baby boomer generation and Y generation also have different values related to work life balance. In addition, differences were also found between generation X and generation Y on values related to compliance, work life balance and influence. The differences in the values created need to be managed properly in order to synergize in achieving company goalsKeywords: generation values, generation X, generation Y, baby boomers, different test, Kruskall Wallis
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Polat, Soner, Çaǧlar Çelik, and Yıldız Okçu. "School Administrators’ Perspectives on Teachers From Different Generations: SWOT Analysis." SAGE Open 9, no. 3 (July 2019): 215824401986149. http://dx.doi.org/10.1177/2158244019861499.
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The aim of this study was to examine the perspective of school administrators with regard to teachers from different generations. In this study, the strengths, weaknesses, opportunities, and threats of each generation were examined. This study was conducted as a Strength, Weakness, Opportunity, and Threat (SWOT) analysis. The study group consisted of 26 school administrators from the Dilovası district of Kocaeli province, Turkey. According to the school administrators, the Baby Boomer generation shows their strengths with discipline and experience, Generation X with determination, and Generation Y with their abilities in technology. As for the weaknesses of each generation, Baby Boomers are against innovation and disobedient of the management, Generation X claims to know everything, and Generation Y is inexperienced. What creates opportunities for schools is that Baby Boomers manage crises and transfer experience, Generation X acts as a bridge between the generations, and Generation Y applies new methods in education. For the threats of different generations to the school, the school administrators stated that Baby Boomers hinder innovation, Generation X is disloyal, and Generation Y is inexperienced and against the system.
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Jurkiewicz, Carole L. "Generation X and the Public Employee." Public Personnel Management 29, no. 1 (March 2000): 55–74. http://dx.doi.org/10.1177/009102600002900105.
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This cross-sectional study reports the work-related differences and similarities of 241 Generation X and Baby Boomer employees in the public sector. A more homogeneous pattern of what employees want across age cohorts emerges, contrary to the literature and stereotypes on generational differences. Surprising levels of similarity were found between GenXers and Boomers, with the three significant areas of difference focused on issues of personal growth. The implications for recruiting, retention, motivation, training, and human resource processes are discussed.
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Huber, Peter, and Hans-Joachim Schubert. "Erwartungen der Generation Y an das Führungsverhalten ihres direkten Vorgesetzten im Vergleich zur Generation X und den Baby Boomern." Gesundheitsökonomie & Qualitätsmanagement 24, no. 02 (May 24, 2018): 78–85. http://dx.doi.org/10.1055/a-0601-0419.
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Zusammenfassung Zielsetzung Die Studie beschäftigt sich mit der Fragestellung, ob Gesundheits- und Krankenpfleger der Generation Y (1981–1995) andere Erwartungen an das Führungsverhalten ihres Vorgesetzten richten als Pflegekräfte der Generationen X (1966–1980) und den Baby Boomern (1956–1965). Zusätzlich wurde untersucht, welches Führungsverhalten Stationsleitungen und Pflegedirektoren für die Generation Y als geeignet erachten und ob sich diese Annahmen zur Sichtweise der Generation Y unterscheiden. Methodik Im Rahmen einer quantitativen, deskriptiven Querschnittsstudie mit dem Erhebungsinstrument MLQ 5X-Short wurden Führungskräfte des strategischen Pflegemanagements (Pflegedirektoren) und operativen Managements (Stationsleitungen) sowie Gesundheits- und Krankenpfleger befragt. Ergebnisse In die Studie konnten n = 312 Pflegedirektoren, n = 259 Stationsleitungen und n = 421 Gesundheits- und Krankenpfleger eingeschlossen werden. Die Generation Y stellt signifikant höhere Erwartungen an transformationales Führungsverhalten als die Generationen X und Baby Boomer. Führungskräfte schätzen im Vergleich zur Generation Y diese Erwartung geringer ein. Schlussfolgerungen Transformationales Führungsverhalten eignet sich aufgrund der mehrfach bewiesenen positiven Effekte auf Motivation, Commitment und Arbeitszufriedenheit um Mitarbeiter der Generation Y zu führen.
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Petty, Gregory C. "The Perceived Work Ethic of K-12 Teachers by Generational Status." International Journal of Adult Vocational Education and Technology 4, no. 2 (April 2013): 54–65. http://dx.doi.org/10.4018/javet.2013040105.
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This was an investigation of the work ethic of K-12 educators from Generation X and Baby Boomer generations. Teachers of the baby boom generation were born between 1946 and 1964, and many are beginning to retire. There is an impending teacher shortage due to the large numbers of this group retiring or leaving the profession. School administrators and public school human resource specialists are beginning to focus on strategies to replace this experienced workforce. Administrators need to know if this group has different work ethic than later groups of teachers. In this study, Generation X teachers scored higher on the subscales of Easy Going, Dependable, and Committed. While Baby Boomers and Generation X teacher about the same on Dependable, Baby Boomers are more “engaged”. Though these differences in the subscales were not significant, The overall MANOVA for the comparison of work ethic as measured by the Occupational Work Ethic Inventory was significant at the p<.05 level. Many older teachers complain about the newer younger generation of teachers and their so-called “lack of a work ethic”. Unfortunately, there were not enough data to study teachers from the latest, millennial generation however, this study points to data that indicate there is more to this difference in perception that originally thought that could affect hiring and training of new generations of teachers.
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Dai, Jiukun, and Paul M. Goodrum. "Generational differences on craft workers’ perceptions of the factors affecting labour productivity1This paper is one of a selection of papers in this Special Issue on Construction Engineering and Management." Canadian Journal of Civil Engineering 39, no. 9 (September 2012): 1018–26. http://dx.doi.org/10.1139/l2012-053.
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Although the current economic downturn has eased the stress of broad skilled labour shortages, it is reasonable to believe that the shortage will return when the U.S. economy rebounds. The shortage could become more substantial because the U.S. construction industry is poised to make a significant demographic shift with Baby Boomer workers approaching retirement and Generation Y workers joining the workforce. This paper investigates how different generations of craft workers perceive the factors affecting labour productivity. The data was collected through a survey of 1996 craft workers on 28 U.S. construction sites in 2004 and 2005. The analysis results reveal that: (1) Generation Y, Generation X, and Baby Boomers actually have consensus on the relative impact of productivity factors; and (2) significant differences were also observed on individual productivity factors and the primary differences among the generations were associated with tools and consumables, labour, engineering drawing management, and project policy.
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Mage, Susanna, Laura Rath, Kathleen Wilber, and Zachary Gassoumis. "Caregiver Mental Health Outcomes: Are There Differences Across Generations?" Innovation in Aging 4, Supplement_1 (December 1, 2020): 25–26. http://dx.doi.org/10.1093/geroni/igaa057.082.
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Abstract Informal caregivers are a critical component of support for the rapidly aging population. Previous studies have addressed the effects of caregiving on mental health. However, they have not focused on differences among generational cohorts of caregivers of older adults, i.e., Millennial (born 1981-1996), Generation X (born 1965-1980), Baby Boomer (born 1946-1964), and Silent Generation (born 1928-1945). As the Millennial caregiver population grows in parallel with older adults and their increased needs, we must better understand Millennial responses to caregiving. Millennial caregivers provide a similar intensity of care as Baby Boomers in terms of hours per week but are more likely to be fully employed (40+ hours per week or more). We used caregiver data from the nationally representative Centers for Disease Control’s Behavioral Risk Factor Surveillance System (BRFSS) survey from 2015-2017 to conduct negative binomial regression (n=50,745). Data analysis indicates that Millennial caregivers have an incidence rate ratio of 1.22 times more self-reported days of “stress, depression, and/or problems with emotions” compared to Generation X caregivers (p<0.01); 1.64 times compared to Baby Boomers (p<0.001); and 2.38 times compared to Silent Generation caregivers (p<0.001). Generational differences show that Millennial caregivers may have different needs than older generations of caregivers. Rather than assuming that the policies and interventions designed for older generations of caregivers will fit younger generations, implications of this work can help inform: 1) the design of programs to support caregivers’ mental health, and 2) policy considerations that address the unique needs of a younger caregiver population.
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Dorie, Amy, and David Loranger. "The multi-generation." International Journal of Retail & Distribution Management 48, no. 4 (April 7, 2020): 395–416. http://dx.doi.org/10.1108/ijrdm-06-2019-0196.
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PurposeThe aim of this research is to advance the understanding of multi-channel behaviour in terms of different generational cohorts' usage and spending patterns.Design/methodology/approachBuilding on previous studies on multi-channel behaviour, differences in shopping channel usage and purchase amounts were investigated between baby boomers, Gen X, xennials and millennials.FindingsThere were significant differences found between the generations in terms of multi-channel behaviour regarding purchasing frequency and average purchase amounts via a) mobile phone, b) tablet, c) computer, d) social media and e) brick-and-mortar. Fewer differences were found amongst the generational cohorts in terms of amount spent per channel.Research limitations/implicationsThe research was successful in analysing variances in multi-channel behaviour amongst the baby boomer, Generation X, xennial and millennial cohorts, while updating the body of literature to consider generational channel usage of mobile and social media in multi-channel retailing.Practical implicationsMarketers should consider xennials’ channel behaviour and focus on converting sales through integrated programmes based on their channel usage. Retailers should also consider millennials' heavy engagement with social media in their lives but spend lower amounts via the medium, which may be an opportunity to use this medium as a viable stand-alone channel in targeting millennials' shopping dollars.Originality/valueThis study updates the body of research on multi-channel behaviour by considering generation as a factor in channel usage and spend amount.
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Savanevičienė, Asta, and Gita Statnickė. "The relationship between individual innovativeness and belonging to different generations." Global Journal of Information Technology: Emerging Technologies 10, no. 2 (October 30, 2020): 87–97. http://dx.doi.org/10.18844/gjit.v10i2.4708.
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Abstract This article, applying the cohort perspective, which views generations simply as collections of people born in a given period of time, analyses the relationship between individual innovativeness and belonging to different generations. The article provides the generation conception, gives a short overview of generational diversity, focuses on generational differences, discusses theoretical aspects of individual innovativeness and analyses individual innovativeness among the representatives of four generations: the Baby Boomers, the Generation X, the Generation Y and the Generation Z. Keywords: Generation, the Baby Boomers, the generation X, the generation Y, the generation Z, individual innovativeness.
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SPARKS, AMY M. "Psychological empowerment and job satisfaction between Baby Boomer and Generation X nurses." Journal of Nursing Management 20, no. 4 (September 15, 2011): 451–60. http://dx.doi.org/10.1111/j.1365-2834.2011.01282.x.
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Jorgensen, Bradley. "Baby Boomers, Generation X and Generation Y?" Foresight 5, no. 4 (August 2003): 41–49. http://dx.doi.org/10.1108/14636680310494753.
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Stumbo, Teri, Alecia Thiele, and Ann M. York. "Generic Abilities as Rank Ordered by Baby Boomer and Generation X Physical Therapists." Journal of Physical Therapy Education 21, no. 2 (2007): 48–52. http://dx.doi.org/10.1097/00001416-200707000-00008.
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Freeman, Lisa M., Cathy A. Trower, Rachael J. B. Tan, and Dawn Geronimo Terkla. "Comparison of Attitudes between Generation X and Baby Boomer Veterinary Faculty and Residents." Journal of Veterinary Medical Education 36, no. 1 (March 2009): 128–34. http://dx.doi.org/10.3138/jvme.36.1.128.
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Sudheimer, Erin E. "Stories�Appreciating Both Sides of the Generation Gap: Baby Boomer and Generation X Nurses Working Together." Nursing Forum 44, no. 1 (January 2009): 57–63. http://dx.doi.org/10.1111/j.1744-6198.2009.00127.x.
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Weiss, David, and Xin Zhang. "Multiple Sources of Aging Attitudes: Perceptions of Age Groups and Generations From Adolescence to Old Age Across China, Germany, and the United States." Journal of Cross-Cultural Psychology 51, no. 6 (June 5, 2020): 407–23. http://dx.doi.org/10.1177/0022022120925904.
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Emerging evidence suggests that people not only categorize themselves and others based on age but also in terms of their generational membership. This cross-cultural study compared attitudes and stereotypes toward age and generational groups across the life span in China, Germany, and the United States including 1,112 participants between 18 and 86 years of age. We asked younger, middle-aged, and older respondents to rate either six age groups (e.g., adolescents, young adults, middle-aged adults, young-old, older, and old-old adults) or six matching generational groups (e.g., Generation Z, Millennials, Generation X, Baby Boomer, Silent Generation, and Greatest Generation) on various characteristics (e.g., happy, competent, selfish). Consistent with our hypotheses, the results demonstrate that across all three countries older generations were perceived consistently more positive, whereas older age groups were perceived as less positive. These findings suggest that generations represent a source of positive regard and high social status in later life across different countries with different historical backgrounds and cultures.
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Enam, Annesha, and Karthik C. Konduri. "Time Allocation Behavior of Twentieth-Century American Generations: GI Generation, Silent Generation, Baby Boomers, Generation X, and Millennials." Transportation Research Record: Journal of the Transportation Research Board 2672, no. 49 (October 9, 2018): 69–80. http://dx.doi.org/10.1177/0361198118794710.
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In recent years, time engagement behaviors of two generations, namely Baby Boomers and Millennials have sparked much interest because these generations constitute the bulk of the American population today and they also exhibit “atypical” activity–travel patterns compared with other generations. The objective of the current research is to conduct a systematic study of the time engagement behaviors of five American generations: the GI Generation (birth year: 1901–1924), the Silent Generation (birth year: 1925–1943), Baby Boomers (birth year: 1944–1964), Generation X (birth year: 1965–1981), and Millennials (birth year: 1982–2000). Particularly, the study aims at isolating heterogeneity in behaviors associated with structural changes in the society from those associated with inherent generational characteristics. Using data from four waves (1965, 1985, 2005, and 2012) of the American Heritage and Time Use Study, the analysis explores the time engagement behaviors while accounting for the age, period, and cohort effects in addition to different socioeconomic and demographic variables. The analysis reveals that Millennials have generally delayed participation in life-changing events such as marriage and workforce entry, and have exhibited prolonged student status compared with previous generations. Millennials show lower participation in work and higher participation in discretionary activities compared with individuals of the same age group from previous generations. On the other hand, Baby Boomers clearly exhibited increased travel engagement compared with the previous generations at different stages of their lives.
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Mohr, Eric S., and Kathleen A. Mohr. "The ABCs of the XYZs: Adding a Critical Dimension to Contemporary Teacher Education." Journal of Education and Training 5, no. 2 (August 14, 2018): 182. http://dx.doi.org/10.5296/jet.v5i2.13501.
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Currently, the faculty at post-secondary institutions are mostly Baby Boomer and Generation-X (Gen X) faculty teaching Gen-Y and -Z students as undergraduates. According to numerous social commentators, these generations tend to vary in their worldviews, and the differences can challenge the teaching-learning relationship. In the following discussion, we would like to share some information from a few current resources that attempt to characterize and analyze the two most dominant generations among post-secondary students today. Then, we will pose a few ways that teacher educators might seek to update their instruction for Gen-Z students.
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Newbold, K. Bruce, and Darren M. Scott. "Driving over the life course: The automobility of Canada’s Millennial, Generation X, Baby Boomer and Greatest Generations." Travel Behaviour and Society 6 (January 2017): 57–63. http://dx.doi.org/10.1016/j.tbs.2016.06.003.
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Weiss, David, and Xin Zhang. "MULTIPLE SOURCES OF SOCIAL STATUS IN OLD AGE: THE ROLE OF AGE GROUPS AND GENERATIONS." Innovation in Aging 3, Supplement_1 (November 2019): S729. http://dx.doi.org/10.1093/geroni/igz038.2671.
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Abstract This cross-cultural study compared attitudes towards age and generational groups across the life span in China, Germany, and the US including N = 1302 participants between 18 and 86 years of age. We asked younger, middle-aged, and older respondents to rate either age (e.g., adolescents, young adults, middle-aged adults, and older, adults) or generational groups (e.g., Millennials, Generation X, Baby Boomer, and Silent Generation) on various characteristics. Results demonstrate that across all three cultures older age groups were perceived consistently less positive and more negative, whereas older generations were perceived as significantly more positive and less negative. Our results suggest that generations in contrast to age groups represent a source of high social status in later life providing a sense of respect, value, and admiration. Thus, social status can be derived from multiple sources and older adults can draw upon alternative social status domains (their generation) when confronted with loss.
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Cox, Kevin C., Steve A. Stewart, Jason Lortie, and Tais S. Barreto. "Different strokes for different folks: Generational differences, social salience, and social performance." International Journal of Entrepreneurship and Innovation 20, no. 3 (September 2, 2018): 170–81. http://dx.doi.org/10.1177/1465750318796718.
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Empirical evidence establishes that entrepreneurs pursue and achieve different goals and objectives with their ventures ranging from purely economic to purely social (e.g. non-profits) in nature. The reason that individual entrepreneurs choose to pursue such divergent paths is currently poorly understood, however. We employ a perspective integrating generational theory, goal-setting theory and the theory of planned behaviour to determine why entrepreneurs of different ages pursue social performance in their ventures. Using a sample of 150 entrepreneurs belonging to Baby Boomer, Generation X and Millennial generations, we examined the relationship between age, social salience and the social performance of their firms. Findings suggest a mediated relationship between age, social salience and social performance.
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Lapeña, José Florencio F. "Millenials in Medicine: Tradition and Disruption." Philippine Journal of Otolaryngology-Head and Neck Surgery 32, no. 2 (July 24, 2018): 4–5. http://dx.doi.org/10.32412/pjohns.v32i2.55.
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“I suppose in reality not a leaf goes yellow in autumn without ceasing
to care about its sap and making the parent tree very uncomfortable by
long growling and grumbling - but surely nature might find some less irritating way of carrying on business if she would give her mind to it.
Why should the generations overlap one another at all?
Samuel Butler, The Way of All Flesh1
Millenials or Generation Y physicians (born 1977/1980-1995) today form the majority of medical personnel, from medical students and residents in their early twenties and thirties to young attending physicians hitting forty; practicing side-by-side with Generation X (1965-1976/1980) in their late thirties to early fifties; Baby Boomers (1946-1964) in their mid-fifties, sixties and early seventies; and the last of the Silent Generation or Traditionalists (1925-1945) in their mid-seventies, eighties and nineties.2,3 Among 734 Fellows of the Philippine Society of Otolaryngology – Head and Neck Surgery alone, there are currently 18 Traditionalists, 192 Boomers, 360 Generation X, and 164 Millenials. Assuming the 862 board-certified Diplomates waiting to become full-fledged Fellows and 182 Residents-in-Training are also Millenials, there are a total of 1,208 Millenials in the field of Otolaryngology Head and Neck Surgery in the Philippines. With four distinct generations simultaneously in the workforce, it is not unusual to hear older physicians gripe about “these Millenials,” and how different they are from previous generations.
The so-called generation gap has been used to characterize inter-generational relations, wherein the preceding generation historically puts down the younger, and the succeeding generation usually complains about the older one. I posit that central to this conflict is a clash between tradition -- the way things should be done (as perceived by the older generation) -- and disruption, the way things can be done differently (from the perspective of the younger generation). In particular (meaning no offense to the “in-between” Generation X, and at risk of being overly simplistic), this is highlighted by the supposed looming showdown between Baby Boomers who are not yet ready to leave and Millenials who can hardly wait to take over.4
Tradition, a “statement, belief or practice handed down from generation to generation” comes from the Old French tradicion “transmission, presentation, handing over” and directly from the Latin traditionem “delivery, surrender, a handing down, a giving up,” from tradere “deliver, hand over,” derived from trans – “over” + dare “to give.”5 Although older generations may like to think they uphold tradition (giving them the right and duty to pass it on to succeeding ones), a large part of what defines each generation in the first place is their departure from the statements, beliefs or practices of their predecessors. Such a transition may have been gradual or sudden, and more pronounced in some generations than in others.
Our post-war Boomer generation grew up in a world where face-to-face communication was supplemented by the written (handwritten, typewritten, typeset or telegraphed) and spoken (rotary-dial telephone) word. In medicine and medical education, history and physical examination were taught through lectures (with overhead and opaque projectors, slides on carousels and filmstrips) and live demonstrations on patients and on one another. The advent of word processing and advances in telecommunications and technology that became available to Generation X (who in the Philippines include “martial law babies” oblivious to our “wonder years” of the sixties) gradually changed the landscape of medical education and practice, but it would take the digital and internet revolution to finally, drastically change the world-- and Millenials were the primary beneficiaries of this change.
Disruption, from the Latin disruptionem “a breaking asunder,” which comes from disrumpere “break apart, split, shatter, break to pieces,” from dis- “apart” + rumpere “to break”6 perhaps best describes the Baby Boomer generation’s experience of the technological revolution that Millenials grew up with. Suddenly, everything could be had in a split-second and the world was connected in real time. No longer did one have to master penmanship, typing and speed-reading, and homes no longer displayed dictionaries and encyclopedias. Even the library card catalogue and periodicals index became obsolete, as most anything became instantly available and accessible – including information, fast food and relationships. Millenials grew up with this transition, and readily mastered the rapidly changing technology. The locus of socialization was no longer face-to-face interaction within the family, but the worldwide web and social media. In medical education, lectures gave way to podcasts and webinars; heavy textbooks gave way to electronic references; and even dissection gave way to 3D virtual human anatomy.
The Millenials’ expertise in, and dependence on, technology can both be their boon and bane – as I often note when residents and students automatically search their peripheral brains (a.k.a. mobile devices) to answer a ward round question. But they are also as quick to intuitively master the diagnostic and therapeutic tools that did not exist when their older colleagues were in residency.7 The early access that Millenials and Generation X had to computer resources in childhood certainly laid “a critical foundation for use of these systems later in life,” compared to Baby Boomers and Traditionalists whose “lack of early experience may limit their enthusiasm” for such tools.3 As Cole puts it, “Baby Boomers don't react well to a 20-something coming in and disrupting the way things have ‘always been’ while Millennials don't react well when they're told to shoot for the moon and ‘do big things,’ and then when they walk in the door with new ideas ready to disrupt age-old models, get told to know their place.”8 Thus, older generations of physicians may question how the stock knowledge and clinical eye of Millenials can compare to theirs, who learned medicine without these tools, and wonder how Millenials would fare in conflict and catastrophic situations when technology fails, or in low- and middle-income rural settings where technology is scarce. Conversely, Millenials wonder why Boomers insist on their old ways and just don’t get it!
Perhaps we can learn from Mohr et al.3 about bridging generational issues in medical and surgical education—for instance, between the Socratic Method whereby Boomers may appear to intimidate learners9 versus the Millenial expectation that presentation of information be tailored to their needs, individually or via available technology.10 It could be helpful for Millenials who are “outcomes-oriented and value doing more than knowing”11 “to realize that Traditionalists and Boomers ‘know how to do’ and are ready and able to teach.”3 On the other hand, “when instructing Boomers in new technology or information,” the Millenial teacher “should recognize that this role reversal is uncomfortable to older generations” and “mitigate discomfort … by focus(ing) on the relevance of the information and creat(ing) an environment in which it is ‘safe’ to ask questions and challenge the teacher.”3 Indeed, if inter-generational differences could be surmounted, there is much that Boomers can learn from Millenials, and vice versa.
If as Cole observes, “this great debate is hauntingly similar to a parent/child argument,”8 it is because Boomers and Millennials are “also each other’s children and parents, bound together in an intricate web of love, support, anxiety, resentment, and interdependence.”4 Perhaps by involving Generation X in bridging the great divide, and fostering an environment that allows for inter-generational differences in teaching and learning styles, non-disruptive disruption of tradition can take place. Each generation must have the humility (as opposed to intellectual arrogance) to accept that they can learn from other generations – younger or older—for truly meaningful medical progress to take place. We cannot do otherwise, for Generation Z (born after 1995, and about to enter Medical School) is already poised to join the fray.
References
Butler S. The Way of All Flesh. New York: Dover Publications, 2004. 315 pages.
The Center for Generational Kinetics. How to determine generational birth years. November 28, 2016 ©2016 [cited 2017 Nov 2.] Available from: http://genhq.com/generational_birth_years/
Mohr NM, Moreno-Walton L, Mills AM, Brunett PH, Promes SB. Generational Influences in Academic Emergency Medicine: Teaching and Learning, Mentoring, and Technology (Part I). Acad Emerg Med. 2011 Feb;18(2):190-199. DOI: 10.1111/j.1553-2712.2010.00985.x PMID: 21314779 PMCID: PMC3076332
Taylor P, Pew Research Center. The Next America: Boomers, Millenials, and the Looming Generational Showdown. New York: PublicAffairs, 2016. 384 pages.
Harper D. Online Etymology Dictionary © 2001-2017 [Cited 2017 November 2.] Available from: https://www.etymonline.com/word/tradition
Harper D. Online Etymology Dictionary © 2001-2017 [Cited 2017 November 2.] Available from: https://www.etymonline.com/word/disruption
Sopher M. How Millenial Doctors Will Shape the Future of Health Care. Blog on the Internet, Baltimore: Rendia, 2016 October 26. [Cited 2017 November 2.] Available from: https://blog.rendia.com/millennials/
Cole N. The Real Reason Baby Boomers and Millenials Don’t See Eye to Eye (Written by a Millenial). Southeast Asia. 2017 Jan 20 [Cited 2017 November 2] Available from: https://www.inc.com/nicolas-cole/the-real-reason-baby-boomers-and-millennials-dont-see-eye-to-eye-written-by-a-mi.html
Seabrook M. Intimidation in medical education: students' and teachers' perspectives. Studies Higher Educ. 2004;29(1):59–74. http://dx.doi.org/10.1080/1234567032000164877
Feiertag J, Berge ZL. Training generation N: How educators should approach the Net Generation. Education and Training. 2008 September;50(6):457–64. DOI: 10.1108/00400910810901782
Mangold K. Educating a new generation: teaching baby boomer faculty about millennial students. Nurse Educ. 2007 Jan-Feb;32(1):21-23. PMID: 17220763
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Sullivan, Pauline, and Sae-Young J. Hyun. "Clothing Retail Channel Use and Digital Behavior: Generation and Gender Differences." Journal of Business Theory and Practice 4, no. 1 (May 6, 2016): 125. http://dx.doi.org/10.22158/jbtp.v4n1p125.
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<p><em>This study examined whether selecting certain retail channels to purchase clothing reflects generational and gender preferences as well as their digital behavior. Based on 1000 consumer cases from a Cornell National Social Survey conducted in 2012, this study employed correspondence analysis to segment clothing retail channel groups and relate the segments to generational cohorts and gender. Overall, the majority of Gen Y, Gen X, and Baby Boomer male consumers preferred the store-only channel, while the majority of female consumers of these generations liked the digital-only or digital-store channel for purchasing clothing. On the other hand, both male and female seniors liked catalogs (either digital-catalog or catalog only) for purchasing clothing. In addition, ANOVA was run with generation and gender as the independent variables and digital behaviors as the dependent variables. Results provided strategic information on how to target each clothing channel segment using the digital behavior of different generations and gender. </em></p>
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Tjondro, Elisa, Kezia Gabriel Santosa, and Nathasa Prayitno. "PERCEPTIONS OF SERVICE-ORIENTATION AND TRUST OF TAX OFFICERS BETWEEN MILLENIALS, X, AND BABY BOOMERS." MIX: JURNAL ILMIAH MANAJEMEN 9, no. 1 (February 18, 2019): 1. http://dx.doi.org/10.22441/mix.2019.v9i1.001.
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The purpose of this study is to examine differences in perceptions of generations related to service-orientation and trust to tax officers. Changes traditional paradigm of the relationship between tax officers and taxpayers from “cops and robbers” to "clients" cause the research in perception of service-orientation and trust to tax officers to be necessary in order to improve voluntary tax compliance. This study also explains perceptions of tax fairness in three perspectives which are vertical equity, horizontal equity, exchange equity. The survey was conducted in 2018 with 165 self-employment individual taxpayers consisting of three generations, Millennials, X, and Baby Boomers from two types of work, retail/production and services business. This study uses quota sampling to collect respondents and use ANOVA statistical tests. The results of the study indicate differences in perceptions regarding service-orientation between generations. However, there are no differences in perception related trust to tax officers between generations. This research also found that Millenials, X, and Baby Boomer have different perceptions of vertical equity, horizontal equity, and exchange equity
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Barringer, M. N., J. E. Sumerau, and David A. Gay. "Generational Variation in Young Adults’ Attitudes toward Legal Abortion: Contextualizing the Role of Religion." Social Currents 7, no. 3 (February 15, 2020): 279–96. http://dx.doi.org/10.1177/2329496520905020.
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Recent sociological research has addressed a wide range of attitudinal, behavioral, and sociodemographic factors that influence attitudes toward legal abortion. Young adulthood is an important life stage for the development of attitudes and behaviors that are likely to influence individuals over time. Several life course theorists in psychology, social psychology, and sociology hold views consistent with this idea. We use a cohort comparison to evaluate the extent to which attitudes among young adults vary by cohort/historical epoch. We examine the influence of religious preference and participation on support for legal abortion across three birth cohorts controlling for a range of sociodemographic variables. Using data from the General Social Survey, we compare abortion attitudes and religious predictors of these attitudes across three generational cohorts—Baby Boomers, Generation X, and Millennials. Our findings indicate (1) differences between cohorts, (2) variation in the influence of religion on abortion attitudes among young adults socialized in different time periods, and (3) consistency and inconsistency in relation to sociodemographic effects across cohorts. These findings suggest that part of the continuity of abortion debates in U.S. society reflects changes whereby young adults became less supportive of legal abortion after the Baby Boomer cohort.
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Mironova, O. A., and G. I. Chekmareva. "To the Question of the Application of Generational Approach in the Management of Marketing Activities of Enterprises." Management Science 9, no. 4 (January 30, 2020): 53–62. http://dx.doi.org/10.26794/2404-022x-2019-9-3-53-62.
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The purpose of the study is to develop recommendations on the use of marketing tools for economically active generational groups taking into account their values, the specifics of their consumer behavior and determining the most effective marketing tools. The methodological basis of the study was the theoretical foundations of the theory of generations of N. Howe and W. Strauss, adapted to the Russian specifics of marketing. As a study result, it was found that in the practical marketing activities of companies for representatives of the baby boomer generation it is advisable to use the tools of traditional offline marketing; for generation X — a combination of both online and offline marketing tools; generations Y and Z should be focused on a wide range Internet (online) marketing tools with an emphasis on impression marketing. The results of the study can be used by Russian companies in developing effective strategies for promoting goods and services.
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Koksal, Mehmet Haluk. "Differences among baby boomers, Generation X, millennials, and Generation Z wine consumers in Lebanon." International Journal of Wine Business Research 31, no. 3 (August 19, 2019): 456–72. http://dx.doi.org/10.1108/ijwbr-09-2018-0047.
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Purpose The purpose of the study is to group Lebanese wine consumers based on generational cohorts. It also explores the characteristics of the customers in each group based on wine attributes, information sources, wine consumption, purchase behaviour and socio-economic characteristics. Design/methodology/approach The data in the study were collected from the main supermarkets, hypermarkets and special liquor outlets, as well as upscale restaurants serving alcohol in the Lebanese capital, Beirut, through a structured questionnaire. Respondents were intercepted by using convenience sampling. Out of 700 people approached, 444 surveys were collected. Findings After splitting consumers into four different generational groups, namely, baby boomers, Generation X, millennials and Generation Z, the study clearly identified the differences between generations regarding wine attributes, information sources, purchasing and consumption and socio-demographic characteristics. Originality/value Although there are numerous studies on the investigation of wine consumers in the literature from various countries, this is the first study looking at wine consumers in one of the Middle Eastern countries, Lebanon.
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Healy, Kieran. "Visualizing the Baby Boom." Socius: Sociological Research for a Dynamic World 4 (January 1, 2018): 237802311877732. http://dx.doi.org/10.1177/2378023118777324.
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I provide a tiled visualization of average monthly birth rates between 1938 and 1991 for the United States and England and Wales. Ideas about demographic “generations” such as Baby Boomers, Generation X, and Millennials are in widespread use in popular discussions of social change, often quite fancifully. The visualization makes apparent the sheer scale of the U.S. Baby Boom in comparison to other alleged generations.
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Karl, Katherine A., Richard S. Allen, Charles S. White, Joy Van Eck Peluchette, and Douglas E. Allen. "Would You Accept a Facebook Friend Request from Your Boss?" International Journal of Virtual Communities and Social Networking 9, no. 1 (January 2017): 17–33. http://dx.doi.org/10.4018/ijvcsn.2017010102.
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Because Millennials and Generation X tend to desire close relationships with their leaders, expect frequent and open communication, and integrate their personal and professional contacts via social media, it was predicted they would be more likely than Baby Boomers to accept a Facebook friend request from their boss. Although no main effect was found for generational differences, a significant interaction between self-disclosure and generation was found, such that self-disclosure was positively related to acceptance of a friend request from one's boss for Baby Boomers and Generation X, but negatively related for Millennials. Implications and directions for future research are discussed.
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Verasamy, Purani, Abdul Halim Abdul Majid, and Noor Asma Jamaluddin. "GENERATIONAL DIVERSITY, PERSONAL ATTRIBUTES AND ORGANIZATIONAL COMMITMENT AMONG EMPLOYEES OF CORPORATE CONSULTANCIES." Jurnal Manajemen dan Kewirausahaan 22, no. 1 (March 1, 2020): 65–72. http://dx.doi.org/10.9744/jmk.22.1.65-72.
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The main objective of this paper was to examine relationships of generational diversity, personal attributes (i.e., work values; attitudes and behavior; and interpersonal skills) on organizational commitment among employees of corporate consultancies. The research framework contained four independent variables which were generational diversity, work values, attitude and behavior, and interpersonal skills. Meanwhile the dependent variable was organizational commitment (i.e., affective, continuance and normative). The survey was conducted among employees of 15 corporate consultancies in Kuala Lumpur. A total of 436 questionnaires were distributed and 241 questionnaires were returned which represented a response rate of 55.27%. Statistical Package software for Social Science (SPSS) Version 24.0 was used to analyze the data. One-Way ANOVA and Pearson correlation coefficient were used to test the hypothesis. It was found that there was a significant difference among the three generations of workforce (i.e., Baby Boomers, generation X and generation Y) on organizational commitment (affective, continuance and normative). Further, the Pearson correlation coefficient revealed that there were significant relationships between work values, attitude and behavior, and interpersonal skills of the three generations (Baby Boomers, generation X and generation Y) towards organizational commitment (affective, continuance and normative).
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Adriansyah, Ahmad, and Bayu Wiranto. "Impact of Learning Culture, Transformational Leadership and Motivation Language on Gen Y’s Employee Job Satisfaction: Case Study on a Islamic Banking." Jurnal Ilmu Manajemen & Ekonomika 10, no. 1 (March 29, 2018): 22. http://dx.doi.org/10.35384/jime.v10i1.60.
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One of the internal factors in the organization of Islamic Banks, or hereby BUS, considered important by regulators to be increased is their Human Resources, including in Bank X. Current human resources in the organization, including bank X, consisting of three generations, Generation Y, Generation X and Baby Boomer Generation. Each generation has different cognitive conditions, emotional states, and social conditions. This generation difference also affects the management of human resources in one company. This condition is the basis for doing human resources research on one generation only, namely Generation Y. Generation Y selection is because this generation will be the next generation in the company. One of the important factors related to human resources is its job satisfaction, which can determine the success of the organization, increase the productivity of employees and companies. Job satisfaction is caused by several factors, including those used in this study are Learning Culture, Transformational Leadership, and Motivating Language. The research was conducted at Bank X and attended by 216 employees who entered in Generation Y category. The test was conducted with SPSS 23, with Multiple Regression statistic methods. All measuring tools show good validity and reliability. The test results revealed that together the three factors above affect job satisfaction, with the proportion of influence of 47%. Transformational and Motivating Language Leadership variables significantly affect job satisfaction, while Learning Culture is not.
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Anastasia, Njo, Oka Christian Setiadiwiria, and Yohanes Sondang Kunto. "Difference between financial intelligence on millennials, gen x, and baby boomers." BISMA (Bisnis dan Manajemen) 12, no. 1 (October 17, 2019): 15. http://dx.doi.org/10.26740/bisma.v12n1.p15-28.
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The financial management of each individual depends on his financial intelligent. This study aims to examine the differences between financial knowledge and financial behavior, which are a combination of financial intelligent in each generation, namely the millennials, Gen X, and baby boomers. The sample used consisted of 100 respondents in each generation, selected using purposive sampling technique. Data collection used questionnaires distributed by online and hardcopy, which is then processed to test the differences using the ANOVA test. The results of the analysis showed that there are significant differences in financial intelligence on millennials, Gen X, and baby boomers. However, there were no difference in financial intelligence between millennials and Gen X. This proves that differences in generations that have different growth periods will have different levels of financial knowledge, resulting in differences in financial behavior.
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Bezerra, Ilana Nogueira, Nila Mara Smith Galvão Bahamonde, Dirce Maria Lobo Marchioni, Dóra Chor, Letícia de Oliveira Cardoso, Estela ML Aquino, Maria da Conceição Chagas de Almeida, Maria del Carmen Bisi Molina, Maria de Jesus Mendes da Fonseca, and Sheila Maria Alvim de Matos. "Generational differences in dietary pattern among Brazilian adults born between 1934 and 1975: a latent class analysis." Public Health Nutrition 21, no. 16 (August 8, 2018): 2929–40. http://dx.doi.org/10.1017/s136898001800191x.
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AbstractObjectiveTo identify generational differences in the dietary patterns of Brazilian adults born between 1934 and 1975.DesignA cross-sectional study from the baseline of the multicentre Brazilian Longitudinal Study of Adult Health (ELSA-Brasil) cohort. Year of birth was categorized into three birth generations: Traditionalists (born between 1934 and 1945); Baby Boomers (born between 1946 and 1964); and Generation X (born between 1965 and 1975). Food consumption was investigated using an FFQ. Latent class analysis (LCA) was used to identify data-driven dietary patterns.SettingBrazil.SubjectsIndividuals (n 15 069) aged 35–74 years.ResultsA three-class model was generated from the LCA for each birth generation. Generation X presented higher energy intakes (kJ/kcal) from soft drinks (377·4/90·2) and sweets (1262·3/301·7) and lower energy intakes from fruit (1502·5/359·1) and vegetables (311·3/74·4) than Baby Boomers (283·7/67·8, 1047·7/250·4, 1756·0/419·7 and 365·3/87·3, respectively) and Traditionalists (186·2/44·5, 518·8/124·0, 1947·7/465·5 and 404·6/96·7, respectively). For Baby Boomers and Generation X, we found food patterns with similar structures: mixed pattern (22·7 and 29·7 %, respectively), prudent pattern (43·5 and 34·9 %, respectively) and processed pattern (33·8 and 35·4 %, respectively). Among Traditionalists, we could also identify mixed (30·9 %) and prudent (21·8 %) patterns, and a third pattern, named restricted dietary pattern (47·3 %).ConclusionsThe younger generation presented higher frequencies of consuming a pattern characterized by a low nutritional diet, compared with other generations, indicating that they may age with a greater burden of chronic diseases. It is important to develop public health interventions promoting healthy foods, focusing on the youngest generations.
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Rani, Nitya, and Anand Samuel. "A study on generational differences in work values and person-organization fit and its effect on turnover intention of Generation Y in India." Management Research Review 39, no. 12 (December 12, 2016): 1695–719. http://dx.doi.org/10.1108/mrr-10-2015-0249.
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Purpose The purpose of this paper is to provide an insight into differences in work values and Person–Organisation (P–O) fit of Baby Boomers, Gen X and Gen Y in India and to understand the relationship between (P–O) fit values and turnover intention of Generation Y employees. Design/methodology/approach The work values were measured using an adapted version of Lyons Work Values scale. The generational differences in work values and P–O fit were studied using multivariate analysis of variance and relationship between P–O fit values and turnover intention of Gen Y employees was studied using polynomial regression and response surface methodology. Findings Significant differences in work values were observed between Generation Y and older generations. Generation Y also reported significantly higher discrepancy in P–O fit values than Generation X and Baby Boomers. This had an effect on their turnover intention. Research limitations/implications A cross-sectional design was used to study the generational differences in work values where the generation effects may have been confounded with age effects. Practical implications The differences in work values and P–O fit values of Generation Y and older generations provide input into designing organisation systems and structures more suitable for younger generations to manage the high turnover among Generation Y in India. Originality/value This is one of the first studies on generational differences in work values and P–O fit in the Indian context. It is also one of the first to investigate relationship between P–O fit and turnover intention of Generation Y in India.
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Smolbik–Jęczmień, Alicja. "Differences in Approach to Building a Professional Career among Representatives of Generations BB, X, and Y." Zarządzanie Zasobami Ludzkimi 133, no. 2 (April 15, 2020): 9–25. http://dx.doi.org/10.5604/01.3001.0014.0730.
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The article looks at the issue of different approaches to building a professional career among selected representatives of the Baby Boomer, X, and Y generations who graduated from the University of Economics in Wroclaw. Based on the study of literature that is available on the subject as well as empirical research, an attempt was made to identify basic expectations and attitudes towards work as exhibited by the examined graduates and to present recommendations for human resource management practitioners. The research was conducted in 2017 using the diagnostic survey method with an online survey questionnaire that was made available at the University of Economics. The results of the study indicate that there exist identifiable differences in approach to building a professional career that depend on generation association. Moreover, building what is known as cross–generational solidarity should be pursued in teams diversified in terms of age. This should be done with reference to various areas of the professional career—something respondents felt was missing. Representatives of the older generations, who hold valuable knowledge as well as experience and worldly wisdom, should act as mentors for younger coworkers. And vice versa, younger generations might assist their older colleagues in filling their competence gap in new technologies.
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Littrell, Mary A., Yoon Jin Ma, and Jaya Halepete. "Generation X, Baby Boomers, and Swing: marketing fair trade apparel." Journal of Fashion Marketing and Management: An International Journal 9, no. 4 (December 2005): 407–19. http://dx.doi.org/10.1108/13612020510620786.
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Griškēviča, Ingūna. "Mūsdienu komunikācijas paradumu maiņa starp skolēniem un skolotājiem dažādās paaudzēs." Pedagoģija: teorija un prakse : zinātnisko rakstu krājums = Pedagogy: Theory and Practice : collection of scientific articles, no. X (March 24, 2021): 24–32. http://dx.doi.org/10.37384/ptp.2021.10.024.
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The research over the past decade demonstrates that modern technology have incredibly changed the communication habits – more than ever before, however they differ between generations. The research shows that the views on the role and importance of education also significantly differ between the generations, thus the change of communication habits can potentially lead to conflict situations between students and teachers. The aim of this study is to determine the differences between the desired communication methods based on the common generational distance in Latvian schools between students and teachers: Baby Boomer Generation (BP), born between 1946–1964, Generation X (XP), born between 1965–1980, and Generation Z (ZP) born between 1996-2010. For the research purposes, a semi-structured interview was developed and three research questions were analysed, and as a result it was concluded that there are statistically significant differences between generations in their preferred forms of communication – the younger the generation, the more technology-mediated communication is employed. It was found that the teachers prefer using technology-mediated communication more in business communication setting, but the younger generation often does it also in the context of personal communication. The study found that there are no statistically significant differences between generations in the perceived quality of communication. These results suggest that a potential split is possible between perception of communication between students and teachers. The additional research would be necessary on the perception of the distance-learning situation among all participants in the educational process.
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Bharucha, Ashok J., Alex John London, David Barnard, Howard Wactlar, Mary Amanda Dew, and Charles F. Reynolds. "Ethical Considerations in the Conduct of Electronic Surveillance Research." Journal of Law, Medicine & Ethics 34, no. 3 (2006): 611–19. http://dx.doi.org/10.1111/j.1748-720x.2006.00075.x.
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Nearly 2.5 million Americans currently reside in nursing homes and assisted living facilities in the United States, accounting for approximately five percent of persons sixty-five and older. The aging of the “Baby Boomer” generation is expected to lead to an exponential growth in the need for some form of long-term care (LTC) for this segment of the population within the next twenty-five years. In light of these sobering demographic shifts, there is an urgency to address the profound concerns that exist about the quality-of-care (QoC) and quality-of-life (QoL) of this frailest segment of our population.
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Reading Turchioe, Meghan, Lisa V. Grossman, Annie C. Myers, Jyotishman Pathak, and Ruth Masterson Creber. "Correlates of Mental Health Symptoms Among US Adults During COVID-19, March–April 2020." Public Health Reports 136, no. 1 (November 19, 2020): 97–106. http://dx.doi.org/10.1177/0033354920970179.
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Objectives An understanding of mental health symptoms during the coronavirus disease 2019 (COVID-19) pandemic is critical to ensure that health policies adequately address the mental health needs of people in the United States. The objective of this study was to examine mental health symptoms among US adults in an early stage of the COVID-19 pandemic. Methods We conducted a cross-sectional study in late March 2020 with a national sample of 963 US adults using an online research platform. Participants self-reported state of residence, psychosocial characteristics, and levels of anxiety, depression, anger, cognitive function, and fatigue in the context of COVID-19 using validated patient-reported outcomes scales in the Patient-Reported Outcome Measurement Information System measures. We used analysis of variance and multivariate linear regression to evaluate correlates of mental health symptoms. Results Overall, participants reported high levels of anxiety (mean [SD], 57.2 [9.3]) and depression (mean [SD], 54.2 [9.5]). Levels of anger, anxiety, cognitive function, depression, and fatigue were significantly higher among the Millennial Generation and Generation X (vs Baby Boomers), those with not enough or enough (vs more than enough) financial resources, females vs males), those with self-reported disability (vs no self-reported disability), and those with inadequate (vs adequate) health literacy. In adjusted models, being in Generation X and the Millennial Generation (vs Baby Boomer), having not enough or enough vs more than enough) financial resources, and having inadequate (vs adequate) health literacy were most strongly correlated with worse mental health symptoms. Conclusions Results suggest that mental health symptoms during the early stages of the COVID-19 pandemic were prevalent nationally, regardless of state of residence and especially among young, psychosocially vulnerable groups.
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Bennett, Misty M., Terry A. Beehr, and Lana V. Ivanitskaya. "Work-family conflict: differences across generations and life cycles." Journal of Managerial Psychology 32, no. 4 (May 8, 2017): 314–32. http://dx.doi.org/10.1108/jmp-06-2016-0192.
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Purpose The purpose of this paper is to examine work-to-family conflict and family-to-work conflict, taking into account generational cohort and life cycle stage differences. Design/methodology/approach Survey participants (428 employed individuals with families) represented different generations and life cycles. Key variables were work/family characteristics and centrality, work-family and family-work conflict, and age. Findings Generational differences in both directions were found. Gen X-ers reported the most work-family conflict, followed by Millennials and then Baby Boomers. Baby Boomers exhibited family-work conflict the most, followed by Gen X-ers, and then Millennials, a surprising finding given generational stereotypes. Some of these differences remained after controlling for children in the household (based on life cycle stage theory) and age. Millennials were highest in work centrality, whereas Baby Boomers were highest in family centrality. Employees with children ages 13-18 reported the most work-family conflict, and employees with children under the age of six reported the most family-work conflict. Research limitations/implications This study found that generation and children in the household make a difference in work-family conflict, but it did not support some of the common generational stereotypes. Future studies should use a time-lag technique to study generational differences. To reduce work-family conflict, it is important to consider its directionality, which varies across generations and life cycle stages. Practical implications This informs organizations on how to tailor interventions to help employees balance work/life demands. Originality/value This study is the first to simultaneously examine both generation and life cycle stage (children in the household) in regard to work-family conflict.
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Akbay, Cansu, and Çağıl Hale Özel. "Bebek Patlaması (Baby Boomer), X ve Y Kuşaklarının Seyahat Davranışlarının ve Yavaş Turizme Yönelik Tutumlarının Karşılaştırılması (The Comparison of Baby Boomer, X and Y Generations Travel Behaviours and Attitudes Towards Slow Tourism)." Journal of Tourism and Gastronomy Studies 8, no. 4 (December 30, 2020): 3218–39. http://dx.doi.org/10.21325/jotags.2020.759.
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Dalla Pozza, Ilaria, Ana Brochado, Lionel Texier, and Dorra Najar. "Multichannel segmentation in the after-sales stage in the insurance industry." International Journal of Bank Marketing 36, no. 6 (September 3, 2018): 1055–72. http://dx.doi.org/10.1108/ijbm-11-2016-0174.
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Purpose The purpose of this paper is to present a multichannel segmentation approach to identifying customer segments based on actual customer channel usage in the post-purchase phase in the health insurance industry. Design/methodology/approach A multinomial regression model and count regression models were estimated to describe the profiles of customer segments and the frequency of channel usage based on generations and sociodemographic variables. Findings This study identified generational differences in channel usage. Single female customers from the Pre-Boomer or Baby Boomer generation and customers living in states with lower incomes are more likely to use call centres. Website users tend to live in regions with higher per capita income. Multichannel users are, on average, more frequent users of both the website and call centres. In terms of sociodemographics, they display a more heterogeneous profile. Research limitations/implications The proposed segmentation needs to be enriched with additional variables such as customers’ health status or channel usage motivations. Practical implications Customers, who are male, married and from Generations Y and X, are more likely to use the website. Their propensity to switch to a digital channel could be investigated further to develop targeted migration strategies. Multichannel users are, on average, more frequent users of all channels. To avoid increased channel costs, segments should be analysed in terms of their size and profit potential to help allocate marketing investment more efficiently. Originality/value As opposed to existing research, the proposed segmentation approach is based on transactional data of channel usage from a real company, combined with analyses using generations and sociodemographic variables.
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Burke, Ronald J. "Generation X: Measures, Sex and Age Differences." Psychological Reports 74, no. 2 (April 1994): 555–62. http://dx.doi.org/10.2466/pr0.1994.74.2.555.
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The popular press has labelled the current groups of 19- to 29-yr.-olds Generation X, the postbaby-boomers, and suggested they possess attitudes and values different from those of their predecessors, the baby-boomers. This investigation examined the prevalence of Generation X attitudes and values among a sample of 216 Canadian business students. 83 women and 133 men undergraduate and graduate students anonymously completed questionnaires. The sample's mean age was 21.7 yr. Respondents reported values and attitudes somewhat consistent with Generation X characterizations, women having more of these qualities than men. Younger students tended to hold values and attitudes more consistent with the Generation X depiction.
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Hartijasti, Yanki, and Surya Dwi Kusuma Darpita. "Is Financial Reward Still an Important Motivator for the Indonesian Multi-Generational Workforce?" GATR Journal of Management and Marketing Review 2, no. 3 (June 20, 2017): 01–09. http://dx.doi.org/10.35609/jmmr.2017.2.3(1).
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Objective - Considering the importance of work motivation in the workplace for staff performance and organizational success, employers need to be sensitive and focusing more on work motivation of their employees to avoid losing them. However, previous studies still have conflicting results on this issue whether there is a significant difference on intrinsic and extrinsic motivators or not among employees from Baby Boomers, Gen X and Gen Y because many studies find generation is not the only driver influencing work motivators. The objectives of this study are to investigate whether a three-generation workforce differs in the level of work motivators and whether differences in generational work motivation are better explained by gender, education, or types of job to design effective human resources development programs. Methodology/Technique - Using survey method to collect data, 415 respondents who work in a manufacturing company were gathered and analyzed by applying descriptive and multivariate analysis. Intrinsic and extrinsic motivators were the subscales of work motivators. Findings – Results indicate that all generations are intrinsically motivated, in which Gen Y employees are found to have higher intrinsic motivators than Gen X and Baby Boomers. However, this study reveals that financial rewards are still considered as an important motivator for the three generations. Novelty - The study presents evidence that work motivators should not only be measured based on generational alone because other factors, such as gender, education, and types of job, can give impact to various outcomes. Type of Paper - Empirical Keywords: Intrinsic Motivators; Extrinsic Motivators; Financial Rewards; Gen Y; Gen X; Baby Boomers; Indonesian Workplace. JEL Classification: J28, J33, M52, M54.
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Mursyid, Mursyid, and Nia Kurniawati. "HIGHER ORDER THINKING SKILLS AMONG ENGLISH TEACHERS ACROSS GENERATION IN EFL CLASSROOM." English Review: Journal of English Education 7, no. 2 (June 2, 2019): 119. http://dx.doi.org/10.25134/erjee.v7i2.1775.
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Higher order thinking skills are the next cognitive ability to evaluate, analyze and create. It is a must for English teachers across generation (Baby Boomers, Generation X, and Generation Y) to grasp and implement the idea of HOTS in their classrooms. Teaching English in EFL setting certainly forces the teachers to have expertise in planning the learning activities that would foster students� thinking skills, especially their HOTS. This study aims at investigating the perceptions, the practice, and the constraints in endorsing higher order thinking skills in teaching foreign language. This case study involved seven senior high school English teachers from three generations (Baby Boomers, generation X, and generation Y). Data were collected through open-ended questionnaire, classroom observation, and document analysis for triangulation purpose. Data were then categorized and classified to form themes for the study. The results showed that teachers from all generation are aware of HOTS and they are applying it in their teaching in a different way. However, some obstacles are still found in incorporating HOTS in their classroom.
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Culp-Roche, Amanda, Debra Hampton, Angie Hensley, Jessica Wilson, Amanda Thaxton-Wiggins, Jo Ann Otts, Sharon Fruh, and Debra K. Moser. "Generational Differences in Faculty and Student Comfort With Technology Use." SAGE Open Nursing 6 (January 2020): 237796082094139. http://dx.doi.org/10.1177/2377960820941394.
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Background Navigating through online education courses continues to be a struggle for some nursing students. At the same time, integrating technology into online courses can be difficult for nursing faculty. Purpose The purpose of this study was to assess faculty technology integration practices, student attitudes about technology use, and generational differences related to faculty and student technology use. Methods A descriptive cross-sectional survey design was used to obtain data for this study. Results Integration of technology into online courses and student attitudes about technology use were not significantly different by generation. Faculty and students from the Baby Boomer and Generation X reported less comfort using technology and higher levels of anxiety using technology than did individuals from Generation Y. Conclusion Significant generational variations were not noted in relation to technology integration into courses and overall student attitudes about technology in this study, but differences were noted in relation to comfort with use of technology and anxiety when using technology. Student learning outcomes and satisfaction with learning may be influenced by the student’s comfort using technology and faculty’s confidence in integrating and using technology to provide online instruction.
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Weeks, Kelly Pledger, Matthew Weeks, and Nicolas Long. "Generational perceptions at work: in-group favoritism and out-group stereotypes." Equality, Diversity and Inclusion: An International Journal 36, no. 1 (February 13, 2017): 33–53. http://dx.doi.org/10.1108/edi-07-2016-0062.
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Purpose The purpose of this paper is to examine the relationship between stereotypes, in-group favoritism, and in-group bolstering effects across generations. Design/methodology/approach Based on the trends found in a qualitative study on generational stereotypes, questions on work ethic, work-life balance, and use of technology were administered to 255 participants identified as Millennials, Generation X, and Baby Boomers. Hypotheses predicted that with a strong stereotype, traditional in-group favoritism will not be found; however, an in-group bolstering effect will emerge. In the absence of a strong stereotype, traditional in-group favoritism is expected. Findings Generally, there was a strong stereotype that Baby Boomers are worse at technology than Generation X and Generation X is worse than Millennials. There was also a strong stereotype that Millennials do not do what it takes to get the job done as much as other generations. In the presence of these stereotypes, traditional in-group favoritism was not found, but in-groups bolstered themselves by rating themselves more favorably than other groups rated them. Although these findings did not hold for every item studied, there was moderate support for all three hypotheses. Practical implications As employees become aware of their biases, they can collaborate better with employees who are different than they are. Practical recommendations are suggested. Originality/value The paper applies theory of in-group favoritism to the perceptions of generational cohorts.
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Fishman, Ann Arnof. "How generational differences will impact America’s aging workforce: strategies for dealing with aging Millennials, Generation X, and Baby Boomers." Strategic HR Review 15, no. 6 (November 14, 2016): 250–57. http://dx.doi.org/10.1108/shr-08-2016-0068.
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Purpose The purpose of this paper is to demonstrate how generational differences impact America’s workforce as it changes and to provide strategies for companies to address aging Millennials (born 1982-2000), Generation X (born 1961-1981) and Baby Boomers (born 1943-1960). Design/methodology/approach The author's approach was based on research on behalf of the US Senate Special Committee on Aging; insights and expertise from her 20 years at the helm of Generational Targeted Marketing, LLC; her teaching at New York University; her experience working with clients and organizations in a wide range of diverse industries; and the insights from her book Marketing to the Millennial Woman. Findings Every generation is unique. Practitioners, employers and managers of human resources (HR) who understand and respect the differences between Millennials, Generation X and Baby Boomers can develop strategies from a generational point of view and thereby enable these employees to perform at their peak regardless of age. Research limitations/implications Practical examples are given for HR practices in employee retention, benefits, performance management and review, work-life balance, digital and technology applications and for meaningful corporate outreaches. Originality/value This tried and true approach to dealing with distinct generations in the workplace leads to increased employee motivation and satisfaction, so that employees not only remain longer at a job but also are eager and happy to report to work each day; they are more productive; and the company’s bottom line benefits as a result.
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Miller, Linda, and Andrew Foster Miller. "Innovative work behavior through high-quality leadership." International Journal of Innovation Science 12, no. 2 (February 27, 2020): 219–36. http://dx.doi.org/10.1108/ijis-04-2019-0042.
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Purpose The purpose of this study was to understand how innovative work behavior (IWB) was affected by leaders’ relationships with their employees to enhance engagement/job commitment in the grocery retail industry. The general business problem is some organizations in the grocery retail industry lack IWB to generate innovative solutions to remain competitive. Design/methodology/approach This study used a qualitative method and a single case study design because the literature identified a need to understand how the leader–member relationships, employee engagement/job commitment and employee idea generation and implementation affect organizational innovation in the grocery retail industry. Using this method and design provided the appropriate approach to explore a single organization business process model for innovation. The three data sources for this study were semistructured one-on-one individual interviews, a single focus group and relevant organizational documentation. Findings The findings showed high-quality relationships between knowledge workers and their leaders can positively affect their engagement/job commitment and ability to generate and implement useful ideas. A fundamental catalyst for IWB is when all four critical forces are in alignment including high-quality relationships between the knowledge workers and their leadership, the employee is fully engaged and the organization promotes risk-taking behavior to create new ideas with its commitment to innovation through resources and prioritization. The millennial participants indicated their leaders should be more transformational leaders coaching and mentoring them rather than transactional task-oriented disciplinarians. The Generation X and baby boomer participants were seeking more autonomy and resources to explore ideas. Research limitations/implications Future researchers could consider exploring a deeper understanding of the multigenerational knowledge workers’ needs to help leaders stimulate employee engagement/job commitment and increase IWB. Practical implications Organizations are able to meet the market demand for innovation and remain competitive. Social implications Higher quality leader–member relationships lead to employee engagement/job commitment that can increase innovation. Originality/value The findings were the trends and preferences revealed within generational groupings. The needs and wants expressed by the millennial participants indicated that their leaders should be more of a coach and mentor. The Generation X and baby boomer participants were seeking more autonomy and resources to explore ideas.
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Chatrakul Na Ayudhya, Uracha. "The generation game." Human Resource Management International Digest 23, no. 5 (July 13, 2015): 29–32. http://dx.doi.org/10.1108/hrmid-05-2015-0089.
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Purpose – Explores the limited value of concepts such as Baby-Boomer, Generation X (Gen X) and Generation Y (Gen Y) and advances the view that life course is more valuable. Design/methodology/approach – Examines how young adults in Britain, born between 1975 and 1982, conceptualized the notion of work-life balance as they were about to leave university and enter full-time paid employment. Findings – Reveals that the notion of individual choice strongly underpins young adults’ conceptualization of work-life balance and expectations of work-life balance support; while young British and Asian adults largely considered it to be a matter of individual choice, there were variations in their preferences for how to prioritize their impending employment and personal lives; and four emerging patterns of work-life balance orientation preferences were found – balancer, careerist, career-sacrificer and integrator. Practical implications – Provides support for the argument that the work-life balance perceptions of young adults who would belong to the so-called Gen Y cannot be generalized and simplified as being either work-centric or life-centric. The picture is a lot more complex given the diversity within this group of young adults. Social implications – Highlights how, instead of looking for generational differences (or age-related differences) which can be divisive, it is more useful to look at the issue of multi-generations in a broader way. Originality/value – By using a life-course approach instead of a generational approach, is able to take into account how past transitions have shaped the way work-life balance was discussed by the young adults and how anticipated future transitions were expected by the young adults to change their needs and therefore expectations of employer and government support.