Dissertations / Theses on the topic 'Generational differences in the workplace'
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Carter, Julie. "Generational Differences for Experienced and Instigated Workplace Incivility." Xavier University / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1510831049049475.
Full textCrowe, Amanda Delane. "Strategies for Responding to Generational Differences in Workplace Engagement." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2806.
Full textLambert, Melissa. "Generational Differences in the Workplace| The Perspectives of Three Generations on Career Mobility." Thesis, The George Washington University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3688763.
Full textHave you ever had someone stereotype or prejudge you because of your age? Have any of these stereotypes held you back in your career? These experiences are not uncommon and there are numerous publications that promote stereotypes and ascribe certain characteristics to different generations. These labels and stereotypes are often found in the workplace and may impact how an individual navigates his or her career. To address these questions, this dissertation examined generational differences in the workplace using the perspectives of three generations of employees on succession planning and career mobility. The goal of this study was two-fold, a) to provide data driven research that moves beyond descriptive, broad or anecdotal research published in magazines and popular books; and b) to understand and describe the perspectives of Generation Y, Generation X and Baby Boomers on succession planning (career mobility), using a Basic Interpretive Design methodology.
This study was conducted through the lens of the lens of social identity theory and talent management principles in order to addresses generational differences and succession planning and was based on an understanding of organizations as multi-national companies with many businesses and site locations. The findings support human resource practitioners and organizational leaders plan succession and further develop employees by understanding the revelations and expectations of each generation.
The format of this dissertation is as follows: Chapter 1 outlines the structure of the study and provides key foundational background to situate this research study. Chapter 2 provides a more detailed review of the literature, including peer-reviewed research publications on generational concepts and theory, talent management and succession planning. Chapter 3 details the methodology, which includes the means and approach through which data was collected in this study. Lastly, Chapters 4 and 5 present the findings of the study in addition to applications of the research and recommendations for leaders and HR practitioners.
Ohmer, Whitney S. "Generational Differences in the Workplace: How Does Dissimilarity Affect the Different Generations in Relation to Work Teams?" Xavier University / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1421852575.
Full textHarber, Jeffery G. "Generations in the Workplace: Similarities and Differences." Digital Commons @ East Tennessee State University, 2011. https://dc.etsu.edu/etd/1255.
Full textOakley, 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.
Full textcom, easther@telstra, and Eng Choo Elaine Teh. "Intergenerational tension in the workplace : a multi-disciplinary and factor analytic approach to the development of an instrument to measure generational differences in organisations." Murdoch University, 2002. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20051216.144720.
Full textRansom, Terrence S. "Multigenerational Financial Values: Differences Between Leaders in the Workplace." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4168.
Full textTeh, Eng Choo Elaine. "Intergenerational tension in the workplace: A multi-disciplinary and factor analytic approach to the development of an instrument to measure generational differences in organisations." Thesis, Teh, Eng Choo Elaine (2002) Intergenerational tension in the workplace: A multi-disciplinary and factor analytic approach to the development of an instrument to measure generational differences in organisations. PhD thesis, Murdoch University, 2002. https://researchrepository.murdoch.edu.au/id/eprint/341/.
Full textTeh, Eng Choo Elaine. "Intergenerational tension in the workplace : a multi-disciplinary and factor analytic approach to the development of an instrument to measure generational differences in organisations /." Teh, Eng Choo Elaine (2002) Intergenerational tension in the workplace: a multi-disciplinary and factor analytic approach to the development of an instrument to measure generational differences in organisations. PhD thesis, Murdoch University, 2002. http://researchrepository.murdoch.edu.au/341/.
Full textZhang, Xiaoying. "Mental violence and Chinese new educated youth : a study of workplace conflict in modern China." Thesis, Loughborough University, 2012. https://dspace.lboro.ac.uk/2134/10104.
Full textSayers, 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.
Full textVisanich, Valerie. "Generational differences and cultural change." Thesis, Loughborough University, 2012. https://dspace.lboro.ac.uk/2134/10876.
Full textLangham, Ariana. "Generational Differences in Understanding of Psychological Abuse." Honors in the Major Thesis, University of Central Florida, 2005. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/767.
Full textBachelors
Arts and Sciences
Psychology
Bober, Amy L. "A renewed focus on generational issues in the workplace." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 2005. http://www.kutztown.edu/library/services/remote_access.asp.
Full textSource: Masters Abstracts International, Volume: 45-06, page: 2932. Typescript. Abstract precedes thesis as 2 preliminary leaves (iii-iv). Includes bibliographical references ( leaves 91-93 ).
Artuso, Christian. "Noogom gaa-izhi-anishinaabemonaaniwag, generational differences in Algonquin." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk2/tape15/PQDD_0007/MQ32047.pdf.
Full textJones, April Lavette. "Generational Cohort Differences in Types of Organizational Commitment." ScholarWorks, 2014. https://scholarworks.waldenu.edu/dissertations/118.
Full textBrinck, Olivia, and Hanna Larsson. "WORKPLACE VALUES, SUSTAINABLE EMPLOYMENT AND TURNOVER INTENTION: A GENERATIONAL PERSPECTIVE." Thesis, Umeå universitet, Institutionen för psykologi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-159430.
Full textVad gör en person villig att säga upp sig? Vad gör en anställning hållbar? Forskning har gjorts för att förklara personalomsättning baserat på tre aspekter; personens avsikt att lämna, arbetsgivarens misslyckade försök att uppfylla anställdas förväntningar av arbetet och hållbar anställning. Den här studien syftade till att undersöka arbetsvärderingar, personalomsättning och hållbar anställning bland millenniegenerationen på Företag X, ett logistikföretag i Sverige (n = 59). Millenniegeneration definieras i som personer födda mellan 1979 - 1994. Deltagarna blev indelade i åldersgrupperna under 24 år, mellan 24 och 39 år, över 39 år. Studien tillämpade en kombinerad kvantitativ och kvalitativ metod. Copenhagen Psychosocial Questionnaire II (COPSOQ) användes och data analyserades genom ANOVA och regressionsanalys. Fyrakompletterande semi-strukturerade intervjuer genomfördes och data analyserades med tematisk analysmetod. Resultaten från de kvantitativa analyserna visade ingen signifikant korrelation mellan åldersgrupper och COPSOQ dimensionerna förutom på skalan Hälsa och Välbefinnande. Arbete och Privatliv var en signifikant prediktor för hållbar anställning och Samarbete och Ledning var en signifikant prediktor för personalomsättning. Resultat från kvalitativa data bidrog till att identifiera de underliggande orsakerna till hållbar anställning och personalomsättning. Slutsats: Studien föreslog att individuella faktorer kan förklara hållbaranställning och personalomsättning hos Företag X bättre än vad generationsskillnader kan.
Brooks-Harris, Nathasha Anita. "Generational Communications In The New York City Public Sector Workplace." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3388.
Full textBrown-Crowder, Rhonda Rochelle. "Work Motivation Theory: Identifying Multi-Generational Values in the Workplace." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4043.
Full textPethybridge, Ruth. "Unresolved differences : choreographing community in cross-generational dance practice." Thesis, University of the Arts London, 2017. http://ualresearchonline.arts.ac.uk/13357/.
Full textLong, Daniel Wayne. "Exploring Generational Differences in Text Messaging Usage and Habits." Diss., NSUWorks, 2018. https://nsuworks.nova.edu/gscis_etd/1060.
Full textSimmons, Lesly. "Common sense, social networks and the workplace the generational divide explored /." Connect to Electronic Thesis (CONTENTdm), 2009. http://worldcat.org/oclc/501170920/viewonline.
Full textPettyjohn, Samuel, Manul Awasthi, Kelly Foster, and Joseph Baker. "Generational Differences in Support for Syringe Service Programs in Tennessee." Digital Commons @ East Tennessee State University, 2019. https://dc.etsu.edu/asrf/2019/schedule/24.
Full textChen, Danxia. "Eastern Work Ethic: Structural Validity, Measurement Invariance, and Generational Differences." Thesis, University of North Texas, 2014. https://digital.library.unt.edu/ark:/67531/metadc500082/.
Full textAkwuole, Peter C. "Generational Age Differences and Employee Motivation in the Public Sector." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3739.
Full textHanscome, Lynda. "Gender differences in perceptions of workplace roles." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp04/mq23805.pdf.
Full textZhou, Zhiqing. "Gender Differences in Subtypes of Workplace Aggression." Scholar Commons, 2012. http://scholarcommons.usf.edu/etd/4423.
Full textTunc, Ayca. "Diasporic cinema : Turkish-German filmakers with particular emphasis on generational differences." Thesis, Royal Holloway, University of London, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.538775.
Full textHerbst, Emily. "The Likelihood of Gang Membership: Immigrant Generational Differences among Hispanic Youth." Bowling Green State University / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1377696883.
Full textKhosravi, Jasmine Yasi. "Generational Differences in Work-Family Balance: A Quantitative and Qualitative Assessment." Bowling Green State University / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1401394555.
Full textKrenz, Scott, and Paul Stenger. "Managing Generations of Individuals : A Study of Generations, Work Values, and Their Relevance in Management Strategy in Engineering Consulting." Thesis, Högskolan i Jönköping, Internationella Handelshögskolan, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-30550.
Full textCammarata, 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.
Full textDissertation (MCom)--University of Pretoria, 2013.
Human Resource Management
unrestricted
Jones, April Lavette. "Generational Cohort Differences in Types of Organizational Commitment Among Nurses in Alabama." ScholarWorks, 2011. https://scholarworks.waldenu.edu/dissertations/1172.
Full textJones, Joyce Moses. "Generational Differences among Social Security Administration Employees and Their Perception of Value." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2988.
Full textYassa-Lopez, Nadya Yvonee. "Generational Differences in the Level of Commitment in the U.S. Marine Corps." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6156.
Full textToker, Yonca. "Individual Differences Factors Affecting Workplace Sexual Harassment Perceptions." Master's thesis, METU, 2003. http://etd.lib.metu.edu.tr/upload/3/1081181/index.pdf.
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s gender roles and personality attributes (i.e., self-esteem and emotional affectivity) on SH perceptions were examined. Another purpose of the study was to explore the stereotype domains of sexual harassers and to compare it with those of managers. A preliminary study was conducted by interviewing 56 Turkish working women. Based on the content analyses of the responses, a measure of social-sexual behavior manifestations relevant to the Turkish culture and a measure of harasser stereotypes were developed. In the main study, the social-sexual behavior measure was used to assess harassment perceptions and experiences of women, the stereotype measure was used to explore the nature of harasser and manager stereotypes. A total of 353 women employed in various organizations participated in the main study. Social-sexual behavior items based on sexual harassment perceptions yielded six factors (i.e., unwanted personal attention, verbal sexual attention, sexist hostility, physical sexual assault, insinuation of interest, and sexual bribery and sexual coercion). Each factor was regressed on the individual differences variables. Negative affectivity predicted perceptions of unwanted personal attention, verbal sexual attention, and sexist hostility type of behaviors. Attitudes toward women&
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s gender roles predicted physical sexual assault and sexual bribery-sexual coercion type of behaviors. Self-esteem was found to predict all sexual harassment factors, except sexist hostility. Women&
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s stereotypes towards harassers were found to be significantly different from their stereotypes towards managers, except one domain, which was dominancy. Cluster analysis suggested three different profiles of stereotypes towards harassers, and three different profiles of stereotypes towards managers. Women having stereotypes of negative or negative and powerful harassers perceived significantly more sexual harassment than those with ambivalent stereotypes towards harassers.
Robinson, Johnny A. "The Generational Shift: an Exploration of Leadership Behaviors of Senior Student Affairs Officers Through a Generational Lens." Thesis, University of North Texas, 2015. https://digital.library.unt.edu/ark:/67531/metadc804938/.
Full textPhillips, Lisa. "Staff retention and generational diversity : workplace characteristics that predict affective commitment and turnover intentions /." [St. Lucia, Qld.], 2007. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe20085.pdf.
Full textArroyo, Yamarie. "A Descriptive and Correlational Study Between Employees' Level of Workplace Engagement and Generational Consideration." Thesis, University of Phoenix, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3583318.
Full textThe purpose of the present quantitative descriptive, correlational study was to determine whether and to what degree a relationship existed between generational shifting at the workplace and the level of work engagement. Generations included in the study were Baby Boomers, Generation X, and Generation Y. The study also served to determine the relationship, between the employee motivations towards work and generational cohort, and the relationship between motivation sources and employee engagement. The study findings revealed that work engagement levels did not relate to generational cohorts. Similarly, the most prevalent motivation sources did not differ among the three generations. In terms of the relationship between motivation sources and employee engagement, the study added to the body of knowledge about employee engagement and work motivation. Positive correlations were found between work engagement and the following motivation sources: intrinsic process, internal self-concept, external self-concept, and goal internalization. These findings imply that individuals are motivated by the work itself, not necessarily by the rewards expected for the job. Individuals prefer jobs that allow them to have fun and provide a sense of achievement. Individuals will be motivated by tasks that help them to maintain or increase their reputation, and jobs that match their internal values. By focusing on addressing workforce motivation sources, employers will probably increase work engagement. Future research could expand on the suggestions and findings of the present study.
Heizman, Karen Elizabeth. "The Effect of Workplace Characteristics on Millennial Worker Organizational Commitment." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6215.
Full textPaniale, 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.
Full textEd.D.
Doctorate
Teaching, Learning, and Leadership
Education and Human Performance
Educational Leadership; Previous Leadership Certificate
Chen, Andy Jung-Yi. "Generational Differences in Leadership and Conflict Style Preferences within Family Businesses in Taiwan." NSUWorks, 2009. http://nsuworks.nova.edu/hsbe_etd/18.
Full textUnison-Pace, Wendy J. "Investigating generational differences of perceived uncivilized behaviors between students and faculty in nursing education." Thesis, Capella University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=3745096.
Full textThis quantitative study, completed in a mid-Atlantic coastal state, examined generational differences in nursing education related to perceptions of incivility. For this study, the Incivility in Nursing Education-Revised (INE-R) survey was administered to determine the behaviors nursing students and nursing faculty identified as being uncivil in nursing education and to determine participants’ generational cohorts. Participants’ generations were identified by birth year, allowing participants to be placed in a precise generational cohort without regard to those born on the cusp of a generation. Social exchange theory guided this study. This theory explains human behavior in terms of an exchange of mutually similar behaviors based on perceptions of personal, cultural, and environmental life experiences that occurred during an individual’s generation. Findings indicate factors differed among the generational cohorts, particularly between millennials and other generations. No significant difference was found between nursing faculty and nursing students’ perceptions of what was considered uncivilized behaviors. Implications for nursing educators are discussed and suggestions for future research identified. Learning the extent to which incivility is perceived differently by nursing faculty and students based on specific generational issues of each cohort could be used to conduct further research in nursing education.
Skrybka, Anna. "Generational Differences in the Workplace:The Influence of Debt on Work Values and Job Satisfaction." Cleveland State University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=csu1533416949144739.
Full textFerguson, Lauren Elizabeth. "Examining Generational and Gender Differences in Parent-Young Adult Child Relationships During Co-residence." PDXScholar, 2016. http://pdxscholar.library.pdx.edu/open_access_etds/3029.
Full textZink, James Lynd. "Reactive behavioral patterns, generational differences and retention in online career and technical education students." [Pensacola, Fla.] : University of West Florida, 2009. http://purl.fcla.edu/fcla/etd/WFE0000165.
Full textSubmitted to the Dept. of Professional and Community Leadership. Title from title page of source document. Document formatted into pages; contains 121 pages. Includes bibliographical references.
Greco, Lindsey. "Gender Differences in Perceived Costs and Benefits of Workplace Mistreatment." TopSCHOLAR®, 2011. http://digitalcommons.wku.edu/theses/1043.
Full textChoi, Minyoung. "Les défis de l’adaptation des expatriés français installés en Corée du Sud face aux changements socioculturels." Electronic Thesis or Diss., Université Gustave Eiffel, 2024. http://www.theses.fr/2024UEFL2035.
Full textOur research seeks to identify the challenges encountered by French expatriates living in South Korea when adapting to the local culture, particularly the new standards of today's working environment inspired by sociocultural changes and Korea's younger generation. French expatriates have found it difficult to adapt effectively to local cultures and traditions, making it one of the great challenges they face. In this context, this thesis aims to understand the influence of Korean culture on the adaptation of French expatriates and the challenges of their intercultural adaptation to the host country. We will investigate how French expatriates perceive their experiences in Korea and what they think of Koreans' approach to work. At the same time, this study is interested in the intersections of the two cultural perspectives of French expatriates and local employees. We will observe how each group represents these perspectives and mutually interprets practices, working methods, and behaviors according to their own specific cultural contexts. However, work values, attitudes, and behaviors in the Korean workplace are rapidly changing due to the new generation entering the workforce. Despite this sociocultural transformation of Korean society, the perspective of French expatriates does not reflect the changing characteristics of the Korean workforce. This research is therefore structured around two points: intercultural and intergenerational, taking into account the changes in job attitudes accelerated by the younger generation. The aim of this thesis is to bring a new perspective to intercultural approaches by combining intercultural and intergenerational issues. By relating these two different points, this thesis aims to understand how the intersection of such perspectives can influence the adaptation of French expatriates working in Korea
Noland, Jodi C. "Generational Differences in Emotional Labor in Nurses: The Impact on Depressed Mood and Turnover Intentions." University of Akron / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=akron1590230182736092.
Full text