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DURMAZ, Şerife, and Bülent OKUMUŞ. "GENERATION DIFFERENCES IN BUSINESS LIFE AND GENERATION Z." IEDSR Association 6, no. 16 (November 15, 2021): 47–68. http://dx.doi.org/10.46872/pj.448.
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For successful interaction and communication to occur in organizations, it is necessary to understand the characteristics of each generation and what motivates them to be successful and good employees. In an organization, many of the employees' values and attitudes towards work can be quite different from previous generations, and managers need to take these generational differences into account in order to effectively manage the workforce. Strauss and Howe (1991) identified eighteen generations throughout four centuries of American history, dating back to the first New World colonizers. In this study, the differences in working orientations and attitudes between generations within the scope of the Traditional Generation, Baby Boomer Generation, X Generation, Y Generation and Z Generation, which are the generations that affect / will affect today's working life, are discussed. After explaining what kind of environment these generations were born into and how they were affected by social, economic and environmental conditions, it was examined how these generations achieved unity in their working environments. It has been contributed to the recognition of Generation Z by their managers and colleagues, who have just entered or will enter the labor market, and to learn what kind of working group they are/will be faced with, and suggestions are made for the future labor markets.
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Egerová, Dana, Lenka Komárková, and Jiří Kutlák. "GENERATION Y AND GENERATION Z EMPLOYMENT EXPECTATIONS: A GENERATIONAL COHORT COMPARATIVE STUDY FROM TWO COUNTRIES." E+M Ekonomie a Management 24, no. 3 (September 2021): 93–109. http://dx.doi.org/10.15240/tul/001/2021-03-006.
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Generational differences in work values and workplace expectations have become a widely discussed research and intervention topic in recent years. However, little is known about Generation Z, who are now entering the labour market, and this presents challenges to both researchers and companies. Therefore, the primary purpose of the present study is to extend generation research by examining generational cohort differences in workplace expectations, specifically between Generation Z and the previous closest generation, Generation Y. The study is also intended to add to the limited empirical evidence of the workplace expectations of the most recent Generation Z. The theoretical framework guiding this study includes generational cohort theory and anticipatory psychological contract dimensions: job content, career development, social atmosphere, the fairness of organisational policies and rewards. The study was based on an online questionnaire survey. Data was collected from a sample of 1,000 respondents for the Czech Republic and 600 for the Slovak Republic including Generations Y and Z in the ratio 1:1. The generational differences in the workplace expectations, controlling the effects of gender and country, were investigated using multiple linear regression. The overall findings of the study indicate that both generations are more similar than different regarding their future employment expectations. We also find that those preferences may be more heterogeneous within a homogeneous group than across generational cohorts. The findings specifically indicate that some characteristics, such as geographical environment, professional experience and gender may shape employment expectations more than generational difference. The study suggests that companies also need to appreciate heterogeneity within a homogeneous generational group instead of treating current or prospective potential employees simply as members of one generation. The directions of future research, as well as the limitations of the study, are discussed.
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Farrell, Wendy Colleen, and Tipnuch Phungsoonthorn. "Generation Z in Thailand." International Journal of Cross Cultural Management 20, no. 1 (February 26, 2020): 25–51. http://dx.doi.org/10.1177/1470595820904116.
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Generation Z has been said to have more in common with their global generational cohort than they do with their parents. The 24/7 access to information, through increasingly ubiquitous Internet access, has been credited as the facilitator of the spread of generational values and characteristics. While this may apply to Generation Z in many developed countries, does it apply in developing nations such as Thailand? For example, by the year 2015, only 40 percent of the Thai population had access to the Internet. Thus, this study attempts to understand to what extent proclaimed Generation Z characteristics and values ring true for a segment of Thai youth with the necessary access to and corresponding usage of connected technology. A literature review was conducted of both English and Thai language literature. Thai Generation Z university students were surveyed, and the results were analyzed using structural equation modeling. On the one hand, the results did support an affinity toward technology, on the other hand, it suggested that Thai youth valued and used the technology differently than their generational cohort in the west, especially concerning content creation. Furthermore, they differed from their global cohort in their preference for collectivism. They also differed from national cultural expectations as they showed tendencies toward low power distance. Finally, work values were largely consistent with international generational expectations in that they showed the strongest preference toward intrinsic and altruistic rewards. It will be essential for Human Resources (HR) to communicate these rewards to attract and retain this next generation of employees. This article contributes to the greater cross-cultural management scholarship by filling a gap in understanding the cultural and work values of a generational cohort in Thailand. It does this by highlighting the institutional and cultural setting this cohort came of age in and surveys cohort members to understand their values and preferences.
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Thoomaszen, Friandry Windisany, and Sance Mariana Tameon. "THE WAY THE LOCAL GOVERNMENT WORKS TO FIGHT AGAINST CORRUPTION IN KUPANG CITY IN THE PERSPECTIVES OF GENERATIONS X AND Y." Asia Pacific Fraud Journal 5, no. 1 (June 24, 2020): 87. http://dx.doi.org/10.21532/apfjournal.v5i1.139.
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Generations Y and Z are the next generations of the Indonesian nation, including in the process of preventing and eradicating corruption. These two generations tend to have the same weaknesses, that is, the tendency to be apathetic towards the government and politics. This apathy can be an obstacle to eradicating corruption cases in the future when these generations occupy strategic positions. The aim of the study is to find out the views of generations Y and Z on the way the local government works to eradicate corruption cases in Kupang City. The researchers use a quantitative approach, with descriptive survey research methods. The research subjects are 78 Christians from the generation Y and Z who live in Kupang City. The sampling technique used is stratified random sampling which is spread using the google forms (online) format. The results of the study show that generation Y and Z are sensitive to cases of corruption that are taking place in their domicile, Kupang City. Out of 78 subjects of generation Y and Z, the majority or 42 subjects answer that the level of corruption in Kupang City is at a severe level. Generation Z also looks more familiar with Nine anti-corruption values than generation Y. There are various solutions offered by generations Y and Z for regional leaders to overcome corruption in Kupang City. However, the solution to the campaign is still considered to be less effective in dealing with corruption for generation Y and Z. It is recommended that local governments see and use the opinions of generation Y and Z to improve themselves and the anti-corruption system and involve generation Y and Z to prevent, fight, and eradicate corruption cases actively both in real actions and in cyberspace (social media). Anti-corruption behavior conveyed to generations Y and Z must be more attractive, modern, and in accordance with the characteristics of these two generations who have a dependency on cyberspace.
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Adamentha Tarigan, Timothy, Fredrick Liui, Muhammad Hanif, and Moses Glorino Rumambo Pandin. "Challenges And Solutions In Maintaining Indonesian Generation Z Nationalism In The Digitalization Era." Jurnal Syntax Fusion 2, no. 02 (February 19, 2022): 350–62. http://dx.doi.org/10.54543/fusion.v2i02.160.
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Nowadays, Indonesia is facing a pandemic that brought us to a rapid digital transformation, which brings us to the middle of the digitalization era. One of the generations who absorb the effect of this is Generation Z. Although Generation Z mastered technology better than other generations, Generation Z’s sense of nationalism can’t fade because nationalism is necessary for a nation. The literature study method is used in this paper, where the writer collected literature materials based on some keywords in Google Scholar. Generally, challenges that Generation Z’s facing is in the form of bad characteristics of Generation Z, technology abuse, unfiltered foreign culture, and bad influence of social media & virtual world. Pancasila as the nation’s fundamental holds the main role for this problem’s solution since it contains values of life and national identity. Character education is also necessary since it holds many important aspects to stir up the sense of nationalism. Other unique approaches are also quite important, such as ethnomathematics implementation & scout extracurricular. We are lacking in solutions to fix this issue. More innovative ways need to be discovered and implemented to maintain the sense of nationalism in Generation Z.
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Patawari, Muhammad Yunus. "ANALISIS GENERASI X DALAM FILM TURAH." Capture : Jurnal Seni Media Rekam 10, no. 1 (December 20, 2018): 1. http://dx.doi.org/10.33153/capture.v10i1.2197.
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<p>The film is one of the media that can describe a generation of speech in an era. The stuttering of the older generation is often described as conservative-minded actors facing the changing times. On the other hand, the uncertainty of the young generation facing their own times is loaded with inherited values which are always in conflict with the principles of modern life. This paper tries to analyze how these generations are presented into the film. Taking the film Turah as a research material, the author wants to analyze further how the character of the figures in this film represents his generation. The author uses two sets of analysis, that is generation theory David and Jonah Stillman to identify generations and their characteristics. Secondly, the analysis of Christian Metz's shot to examine the relations of generation in the film Turah. Turah is the main character in the film representing the generation of X (middle aged). Generation X has a role as a bridge between the generations above it and the generation below it (millennial). The generation X's ability to absorb its predecessor values to be inherited to the millennials generations will shape the character of the generation Z, the farthest generation of its predecessors.</p><p><br /><strong>Keywords : Film, Turah, Generation X, and Millennial.</strong></p>
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Prund, Cristina. "Why Generation Z is Redefining the HRM Processes." Studies in Business and Economics 16, no. 3 (December 1, 2021): 190–99. http://dx.doi.org/10.2478/sbe-2021-0054.
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Abstract Factors such as globalization and demographic changes have led to major challenges in the processes of human resource management. Based on the literature review, we found that these factors affected the purpose of the HRM processes, leading, at the same time, to a stronger strategic management and to new HRM practices. A major challenge facing companies today is based on generational diversity, which means that more and more generations have joined the labor market and a lot of companies. The interest of researchers and practitioners for this topic has increased considerably because they try to find ways to better understand the characteristics of each generation, which enters the labor market with new needs, values and motivations. The overall purpose of the paper is to identify which are some of the most important characteristics of each generation and also to analyze the impact that the new generation which entered the labour market in the last years or will enter it in the foreseeable future, Generation Z, has on the HRM processes. The methodology used in the study consisted in analyzing secondary data, which arose from international databases and journals, using the methods of analysis, comparison, classification and synthesis. Also, in order to provide an overview of the researched topic, a series of studies, surveys, interviews conducted by specialized companies were reviewed. Through the conducted research we want to show that each new generation that enters the labour market brings certain changes. Also, we want to analyze why it is important that the HRM processes be elaborated and implemented, while taking into account some ways of optimizing and adapting them to the challenges created by the most indispensable resource of a company, the human resource.
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Salcedo, Arnold V. "Moderated Mediation of Ethical Considerations between Individual Values and Values in the Actual Practice of the CPA Profession." Journal of Governance Risk Management Compliance and Sustainability 1, no. 1 (April 30, 2021): 26–49. http://dx.doi.org/10.31098/jgrcs.v1i1.490.
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CPA Baby Boomers, Generation X, Generation Y or Millennials and the latest addition, Generation Z, possess unique characteristics, workplace values and ethics. This study focused on how workplace values and ethical considerations directly and indirectly affect the values of CPAs. The participants are five hundred forty-one (n=541) Baby Boomers, Generation X, Generation Y and Generation Z Filipino professional accountants among four different sectors namely the academe or education, commerce & industry, government and public practice. A partial least square-structural equation modeling (PLS-SEM) including mediation and moderation analysis were used to determine the direct and indirect effects. Using Schwartz motivational values, the study revealed that there is a positive and significant relationship between self-transcendence (benevolence and universalism) and openness to change (self-direction and stimulation) as workplace values to the values of practicing CPAs. There is a negative but significant relationship between workplace values of conservation (tradition and security) and self-enhancement values (power and achievement) with the CPA values. Also, workplace values significantly affect ethical considerations, while ethical considerations (or strict adherence to CPA’s code of ethics) significantly influence the CPA values while in practice. Lastly, the moderation analysis further revealed that workforce generation has moderating effect on the relationship between conservation values and the actual practice values. Ethical considerations have no mediating effect on the significant positive relationship between individual values and values in practice (benevolence and universalism), while workforce generations have moderating effect in the conservation values of CPAs
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Nabahani, Putri Rakhmatia, and Setyo Riyanto. "Job Satisfaction and Work Motivation in Enhancing Generation Z’s Organizational Commitment." Journal of Sosial Science 1, no. 5 (November 25, 2020): 234–40. http://dx.doi.org/10.46799/jsss.v1i5.39.
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Generation Z is a generation with unique characteristics that makes them differ from their predecessor. With Generation Z entering the workplace, there are currently three generations (Gen X, Gen Y, and Gen Z) that must work together and coordinate within the company. However, Generation Z is known to be a “job hopper” generation. They like to switch between jobs for a certain reason. This behavior is surely associated with the concept of organizational commitment. Furthermore, both variables (motivation and satisfaction in work) presumed to have a great impact on organizational commitment. Therefore, the aim of this study is to observe on how to enhance Generation Z’s organizational commitment through job satisfaction and work motivation. This observation is to explain on what Generation Z expects and values the most in the workplace and how employers can meet those expectations. Research method used is desktop-based research which consists of secondary data collected from different research papers, journals, articles, and books.
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Kim, Songmee, Seyoon Jang, Woojin Choi, Chorong Youn, and Yuri Lee. "Contactless service encounters among Millennials and Generation Z: the effects of Millennials and Gen Z characteristics on technology self-efficacy and preference for contactless service." Journal of Research in Interactive Marketing 16, no. 1 (November 9, 2021): 82–100. http://dx.doi.org/10.1108/jrim-01-2021-0020.
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Purpose“Contactless service” refers to the use of technology in providing products or services without a salesperson. This study explores the mechanism underlying Millennial and Generation Z (M/Z generations) consumers' preference for contactless service over salespersons in retail stores. In addition, this study tests differences between the M/Z generations.Design/methodology/approachThe researchers predict characteristics to be antecedents of young consumer's preference for contactless service over salespersons and that the effects are mediated by technology self-efficacy. Next, a moderating variable (perceived consumer conformity) is added in the path between technology self-efficacy and the preference for contactless service. The hypotheses are tested among 142 Gen Z and 137 Millennial respondents.FindingsThe results show that M/Z generations’ characteristics significantly influence the preference for contactless service, except for security seeking. Also, interests in new technology and safety seeking are perceived higher by M/Z generations. The influence of technology self-efficacy on the preference for contactless service is moderated by social conformity.Originality/valueAs retail technology rapidly develops, the service industry is expected to change from the past, where salespersons played an important role, to contactless services. This study has academic and practical values, for the authors clarify the underlying psychological mechanisms of why young consumers prefer retail technology rather than communication with salespersons.
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Gerashchenko, Alexander Mikhailovich, Tatyana Leonidovna Shaposhnikova, Oksana Roaldovna Tuchina, Olga Antonovna Gordienko, and Alena Yuryevna Egorova. "Psychological and pedagogical research of the axiosphere of the younger generation as one of the activities of the Technopark." Revista Tempos e Espaços em Educação 14, no. 33 (May 2, 2021): e15620. http://dx.doi.org/10.20952/revtee.v14i33.15620.
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Additional, creatively oriented education of the younger generation of Russians in school technoparks requires studying the characteristics of Generation Z. The values were compared as noted by respondents (1st-year students and university entrants) among different generations of Russians: their own world (the world of children), the world of parents and the world of grandparents. All the three generations are dominated by being oriented towards hard work, study, mutual assistance both within the global environment and within a small society, that is, within family. These positions are represented by the phraseological layers of the language, which indicates their presence in the Russian national value worldview. In the world of parents and in that of children, the emergence of new groups of values absent in the world of grandparents is recorded: orientation towards consumer values, perceived from advertising in the media, and at the same time the extinction of the value of serving the homeland. A new value stands out in the world of children – a humorous approach to life problems, which can be considered global because it contains quotations from world literature and borrowed phraseological units. This value is distinguished by an optimistic view of the world and the role of man in it, which is characteristic of youth. The research results allow asserting that Generation Z is ready to be creative and is oriented towards technology. Taking into account the peculiarities of the generation allows scientifically organizing educational leisure activities in technoparks.
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Kutlák, Jiří. "Individualism and self-reliance of Generations Y and Z and their impact on working environment: An empirical study across 5 European countries." Problems and Perspectives in Management 19, no. 1 (January 21, 2021): 39–52. http://dx.doi.org/10.21511/ppm.19(1).2021.04.
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In recent years, numerous researches and studies confirm differences between Generations in their values, attitudes, or characteristics. However, the challenge is to get to know the Generation Z, whose individuals are currently entering the labor market for research and practical application. The presented paper aims to expand the knowledge of Generations Y and Z in the field of individualism and self-reliance. This issue is examined concerning independence regarding housing and financial independence to parental help. The aim of the study is an empirical verification of possible similarities and differences between Generations Y and Z. The study is based on an online questionnaire survey. Data were obtained from more than 1,500 respondents of these Generations (born in 1982–2005) in 5 European countries (Czech Republic, Denmark, the Netherlands, Poland, and Slovakia). Data are examined using a two-tailed t-test, Mann-Whitney U test, and regression analysis. The overall findings of the study indicate intergenerational differences in the issue of independence, with Generation Z, unlike Millennials, becoming more self-sufficient at a younger age. Research has also found that women leave the parental household earlier than men. The paper presents the possible influence of the outputs on the working environment and work motivation of the Generations Y and Z. AcknowledgmentThe paper was created with the support of the project SGS-2020-015 “Research in selected areas of management and marketing of organisations in the context of demographic and technological changes.”
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Vukojević, Bojana. "The relationship of generation Z with religion." Politea 10, no. 20 (2020): 139–52. http://dx.doi.org/10.5937/politeia0-28829.
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In recent years, there has been an increased interest in research into religiosity of different generations, especially Millenials. In this paper, we will examine the relationship of Generation Z to religion. As the most numerous population, characterised by insecurity and concern for the socio-economic and security aspects of the world in which we live, by digital mediation and socialisation accompanied by the availability of the Internet, by racial and ethnic diversity, and by supporting individual freedom and sexual amorphousness, they are the first post-Christian generation as well, shaping the world like no other generation to this day. Given the aforementioned, the subject of our research is the religious and spiritual values that this generation cultivates. The paper uses secondary data derived from the Pew Research Center research, as well as studies based on qualitative and quantitative research comparing different generation cohorts. The paper consists of three parts, with the first part presenting the sociological characteristics of Generation Z, the second one explaining the popular concepts of modern religiosity together with the respective pieces of criticism, and the final one observing Generation Z as representatives of the post-Christian world. Considering the overall social transformation that accompanies this generation, in conclusion we find that Generation Z treats religion and elements of religion as trends, that there is a search for 'religious shortcuts', i.e. that it channels its spirituality through rituals and ceremonies that meet their current needs and are not necessarily related to one religion.
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Tortorella, Guilherme, Rogério Miorando, Marcelo Meiriño, and Rapinder Sawhney. "Managing practitioners’ experience and generational differences for adopting lean production principles." TQM Journal 31, no. 5 (October 10, 2019): 758–71. http://dx.doi.org/10.1108/tqm-02-2019-0041.
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Purpose The purpose of this paper is to investigate the effect of practitioners’ experience and generational differences on the adoption level of lean production (LP) principles in their daily decisions and behaviors. Design/methodology/approach The authors carried out a cross-sector survey with 135 practitioners from different Brazilian manufacturers that have been implementing LP for at least five years. Collected data were analyzed based on multivariate techniques. Findings The results show how different combinations between practitioners’ LP experience and generational characteristics may entail a higher likelihood of adopting LP principles. While members from generation X do not seem to be associated with the adoption of LP principles, the ones from generations Y and Z are differently related with LP based upon their experience levels. Originality/value The understanding of individual differences for adopting LP principles allows the establishment of proper expectations with respect to each practitioner’s openness to change. Studies that address the adoption level of LP principles based on certain individual characteristics, such as practitioners’ experience with lean implementation and their generational values and beliefs, are scarce in the literature.
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Winnicka–Wejs, Alicja. "Deficits and Potentials: How Risk Involving Generational Characteristics Can Be Reduced Thanks to Human Capital Multigenerationality." Zarządzanie Zasobami Ludzkimi 133, no. 2 (April 15, 2020): 41–56. http://dx.doi.org/10.5604/01.3001.0014.0732.
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The article identifies the generational characteristics (deficits and potentials) of the C/Z, Y, X, and BB generations in the context of the human capital components of an organization: knowledge, abilities, skills, health, motivation, attitude, and values. It indicates examples of risks related to generational human capital and possibilities for its reduction through human capital multigenerationality. Also shown are instances in business practice of generationally homogeneous teams. They are described in the context of low generational trust and sources of risk in an organization. Moreover, pro–generational activities in the field of human capital management—a characteristic of intelligent generational organizations—are presented.
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Pishchik, Vlada I. "Psychological Characteristics of the “New Generation”: Homogeneity vs Heterogeneity." RUDN Journal of Psychology and Pedagogics 18, no. 1 (December 15, 2021): 42–63. http://dx.doi.org/10.22363/2313-1683-2021-18-1-42-63.
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Researchers of the new generation (born in 2000-2017), also called Z, Net Generation, iGen, demonstrate the manifestation of similar features in different countries: an obsession with smartphones, the predominance of online contacts, dependence on parents, a tendency to depression, social liberality. However, numerous Russian and international studies mainly compare representatives of different generations, and less attention is paid to the problem of uniformity of psychological characteristics within one generation. The aim of the present empirical study was to find uniformity/heterogeneity in the psychological characteristics of representatives of the new Russian generation ( N = 434, Russians, 228 - girls, 206 - boys,) in two groups: university students (128 girls, 120 boys aged 19-20 years) and high school students (100 girls, 86 boys aged 16-17 years). To determine the characteristics of representatives of the generation, we used the questionnaire by Twenge; The Brief Measure of Big-Five Personality Traits (TIPI-RU), The Questionnaire for Measuring Values through Fears (by Pischik), The Questionnaire for Measuring Beliefs in Conspiracies (by Pischik, Mutalimova), The Social Axioms Questionnaire (by Bond Leung), questionnaire Motivation for Help (by Nartova-Bochaver). As a result, it was found that in both groups of the new generation, the most pronounced personality traits were shown: agreeableness, conscientiousness and openness; and belief in a conspiracy: political, secret organizations, globalism. At the same time, in the group of high school students the openness to experience, awareness of values, belief in globalism are more expressed. In the group of university students there is a high value for the Others, but the belief in a secret organizations and the conscious commitment of catastrophization are prevailing. Thus, in both groups of representatives of the new generation, most of the studied psychological characteristics showed similarity of values, but it is impossible to speak about their complete uniformity, which is confirmed by the differences in factor structures. The practical significance of the study lies in the application of the obtained data in preventive, advisory, educational activities in working with youth.
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Adiputra, Cardina Novianty, and Gracia Rachmi Adiarsi. "Generation Gap in Cultural Organization Among Employees at PT Matahari Department Store Tbk." International Journal of Multicultural and Multireligious Understanding 8, no. 4 (April 14, 2021): 469. http://dx.doi.org/10.18415/ijmmu.v8i4.2475.
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Recent generational diversity is featured in various articles and discusses the failure of multi-generational adaptation, especially in the workplace which results in high employee turnover rates that interfere with the Company's focus on achieving its goals. Many articles reveal that this problem often occurs in retail companies. PT Matahari Department Store Tbk (PLC), as a pioneer of retail companies in Indonesia, has a large number of employees and diverse generations in it. This encourages the researchers to know and analyze the generation gap in organizational culture among employees, especially those of Matahari. This study uses a qualitative approach and a constructivist paradigm with a strong research focus on organizational culture according to Deal & Kennedy (1982), as well as the concept of characteristics of each generation based on several scientific journals. The result of this research is that the generation gap in the organizational culture among employees of PT Matahari Department Store Tbk (PLC) is circumvented by a strategy of cultivating the values adopted from the Matahari philosophy through cultural practices by the leadership, rituals and the existence of three pillars as a cultural network. This is balanced with multigenerational employee work activities that create opportunities for employees to achieve the Company's goals through a variety of its perspectives. In the end, Y & Z generation employee innovations were born through internal activities and daily work activities, so that employees became a long-term investment for Matahari.
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Maioli, Dr Esteban. "New Generations and Employment – An Exploratory Study about Tensions Between the Psycho-social Characteristics of the Generation Z and Expectations and Actions of Organizational Structures Related with Employment (CABA, 2016)." Journal of Business 2, no. 1 (December 19, 2016): 01. http://dx.doi.org/10.18533/job.v2i1.53.
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<p>Generational studies have an important research tradition in social and human sciences.</p><p>On the one hand, the speed of social change in the context of globalization imposes the need to research the transformations are identified both the subjectivity of the agents involved and its inclusion in the institutional matrix, specifically employment. Generation Z, (generally considered as the population group whose birth occurs after 1995) have unique psycho-social characteristics. Gen Z is characterized by a different set of values, beliefs, attitudes and ambitions that impact in their concrete action in organizational structures.</p><p>On the other hand, managers often have to deal with generational differences in the workplace. Organizations have members who belong to different generations; they had never before faced the challenge of having such a diverse group of members. The members of each historical generation are characterized by a different set of values, beliefs, attitudes and ambitions that are manifest in their concrete action in organizational structures.</p><p>Gen Z it’s the only one who can fully be considered "global", while its members were born in the consolidated context of globalization. Some salient features of the Generation Z can be summarized as follows. They’re the first fully born into a digital world. Social networks and technology are integrated into their lives. They are concerned about the challenges of the modern world (poverty, inequality, climate change, among others). They are self-expressive, more liberal and open to change. They often bore easily, with short attention spans. They do not like routine tasks. They want to achieve a good life-work balance and they are interested in a flexible work environment, as opposed to traditional work schedule. They are critical thinkers, who come with innovative and creative ideas to help. <strong></strong></p><p>Research design considered methodological triangulation. Data was collected with two techniques: a self-administered survey with multiple choice questions and attitudinal scales applied over a non-probabilistic sample by reasoned decision. According to the multi-method strategy, also it was conducted in-depth interviews.</p><p>Organizations constantly face new challenges. One of the biggest ones is to learn to manage a multi-generational scope of work. While Gen Z has not yet been fully incorporated (expected to do so in five years or so), many organizations have already begun to implement a series of changes in its recruitment and development. The main obstacle to retaining young talent is the gap between the expectations of iGen applicants and what companies offer. Members of the iGen expect not only a good salary and job stability, but also a clear career plan. Generation Z needs to have immediate feedback of their tasks. However, many organizations have yet to improve both motivation and monitoring practices. It is essential for companies to take a review of organizational practices anchored in the culture of the organization. <strong></strong></p>
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Khotimah, Khusnul, and Yogi Arisandi. "Analysis Young Driver Behavior in “Z” Generation." Journal of Sosial Science 1, no. 3 (July 26, 2020): 56–60. http://dx.doi.org/10.46799/jsss.v1i3.20.
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The magnitude of the cause of the accident due to driver error causes the need to do an analysis related to the characteristics of the driver and the factors that most influence the cause of the accident and then the road. At this time the young driver is in generation Z who has an age between 16-21 years. Then an analysis of the characteristics of the causes of traffic accidents, especially in the "Z" generation of drivers by using the driver simulator "Teknosim" and the results of the analysis of observations through crosstab models and chi square test to the influential variable. Obtained the characteristics of the generation driver "Z" in low traffic tend to move lane under the right conditions, brake suddenly with very minimal dexterity, this causes collisions with other vehicles with a very short reaction time without agility of 0.012 minutes, and not yet can improve how to drive and can not prevent wasteful consumption of fuel even in traffic that is not dense with Asymp.Sig values. (2-sided) in the amount of 0.010 - 0.014. In heavy traffic conditions, the "Z" Generation driver has the characteristic of tapping the horn and tends to brake suddenly with a very small braking distance or too close to the vehicle in front of him and very minimal dexterity with the Asymp.Sig value. (2-sided) in the amount of 0.014 - 0.017.
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Бычков, Анатолий, and Anatoliy Bychkov. "Acmeological Values «Generation Z» in Pre-Learning «Technology» in College." Profession-Oriented School 6, no. 5 (October 24, 2018): 35–42. http://dx.doi.org/10.12737/article_5bbf083d0398f8.25379230.
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As a priority for teachers it is advisable to solve the actual problem of attracting to the system of secondary vocational education graduates of the primary school, and not only poorly performing. To form students at the level of pre-profi le training “Technology” motivation to continue their education in colleges need to show them the value of secondary vocational education from the perspective of acmeology — the theory of higher human achievements. Acmeological values are truly humanistic values that ensure maximum human self-development. As acmeological values, teachers should use the interrelated personal learning outcomes of “Technology” in primary school and supporting their universal competence of secondary vocational education, presented in the Federal state educational standards, which can be adopted by adolescents as personally signifi cant, taking into account the characteristics of the personality of the new generation of adolescents.
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Tortorella, Guilherme, Daniel Nascimento, Rodrigo Caiado, Juan Gregorio Arrieta Posada, and Rapinder Sawhney. "How do different generations contribute to the development of a learning organization in companies undergoing a lean production implementation?" Learning Organization 27, no. 2 (August 31, 2019): 101–15. http://dx.doi.org/10.1108/tlo-02-2019-0035.
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Purpose This study aims to examine the impact of practitioners’ generational differences on the development of a learning organization (LO) in companies undergoing a lean production (LP) implementation. Design/methodology/approach The authors gathered information from 135 leaders from different manufacturers that have been implementing LP and analyzed the data set through multivariate data techniques. Findings The results indicate the practitioners from Generations X, Y and Z contribute differently to LO capabilities even if their companies present similar maturities in terms of LP implementation. Originality/value Understanding how generational differences interact with LP implementation to allow an extensive development of an LO is fundamental for companies, as values, beliefs and working characteristics of the upcoming generations may significantly influence the effectiveness of current management approaches and firms’ competitiveness.
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Tóth, Tamás. "New challenges of recruiting personnel for the national security services in light of the information society." Belügyi Szemle 68, no. 2 (September 15, 2020): 123–37. http://dx.doi.org/10.38146/bsz.spec.2020.2.9.
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For members of society, cyberspace has become an indispensable scene of their communication and everyday interaction, thus contributing to the emergence and functioning of the global information society. Depending on the stage of their lives in which the members of each generation have encountered ICT tools, different qualities, skills, abilities and expectations can be observed in them. The members of the Y, the Z, and now the alpha generation have a completely different set of values and adaptability than their predecessors. From the point of view of the national security services, it is important to examine the main characteristics of these generations and social groups, since among other things, the newly recruited members of the national security services are members of society. In order to ensure the operation of effective national security services based on traditional values, knowledge and age specifics, it is necessary to optimize recruitment systems that meet the needs of the next generation and are able to attract their attention and measure their suitability. The aim of this publication is to identify the main groups of challenges and to formulate possible solutions that can support the efficiency of both selection and recruitment activities for each national security service.
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Kirnosova, Maryna. "Authenticity of brands in the marketing commodity policy of the enterprise." VUZF Review 6, no. 3 (September 29, 2021): 78–89. http://dx.doi.org/10.38188/2534-9228.21.3.09.
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The article analyzes the change in consumer priorities. The latest trends in the development of values of target audiences of enterprises are studied. The impact of the new generation Z's expectations on society and business is analyzed. The main differences between millennials and generation Z and past generations X and boomers in terms of purchasing behavior are revealed. The era of consumption, which was part of the lives of a significant number of consumers around the world, is gradually giving up. The paradigm of responsible consumption is being replaced. It is investigated that modern target audiences are increasingly concerned about the social responsibility of business, its ethics. Consumers are already demanding not only a reduction in the impact of production on the environment, but concrete action by them to solve society's problems. The essence of brand authenticity is determined. Honesty and sincerity, social responsibility, consistency of the principles of socially responsible production, consumers refer to the authenticity of the brand along with its unique characteristics and uniqueness. The study found that they are willing to buy those brands that share similar principles with consumers. It is determined that for consumers those brands are more valuable, for which the welfare of society, its employees, the environment is in the first place, rather than obtaining high financial indicators at any cost. This is especially important for Generation Z. It is expected that this trend will only develop and manifest itself more deeply. After all, the time is approaching when the new generation will become the bulk of buyers. The article identifies the principles of doing business, which should be supported by enterprises for the successful development and support of their brands in today's conditions and in the long run.
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Satvikadewi, Anak Agung Istri, and Herlina Kusumaningrum. "Profil Psikografis & Penggunaan Media pada Kelompok Milenial Pengunjung Kebun Binatang Surabaya." Jurnal Spektrum Komunikasi 7, no. 2 (December 23, 2019): 15–28. http://dx.doi.org/10.37826/spektrum.v7i2.32.
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This study describes the psychographic profile and the use of media by the visitors of the Surabaya Zoo from the millennial age group, which is between 19 s.d. 40 years old. This age generation is the result of demographic bonuses for groups or generations born between the 1980s and 2000s, with characteristics that reflect the transition between the previous generation (baby boomers) and afterwards (gene Z) in terms of lifestyle and media use. This difference is partly due to a shift in communication technology that also affects their media consumption patterns. The characteristics of millennials are identified by special behavior, being protected, confident, group oriented, conventional, resistant to pressure and pursuing achievement. Surabaya Zoo which is a local tourism destination that is officially managed by the Surabaya City Government is required to contribute to the local revenue of the City of Surabaya. The breakthrough that has been done targeting the Millennial generation that tends to be individually oriented is to provide a Selfie park and offer activities that attract the interest of visitors. This program has increased the number of KBS visitors from year to year. By employing survey methods and measuring VALS (Values And Life Style) and frequency of media use by respondents, the results obtained that the psychographic profile of KBS visitors can be categorized tend to be Principle Oriented, whose lifestyle is characterized by: having spiritual values, not thinking about prestige, like learning something new, have a traditional mindset, and do a fixed routine for a long time. With this profile, the main expectation of millennial for the availability of information at the Surabaya Zoo is information about animals, instead of the need for selfies.Keywords: psychographic profile, millennial, media use
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Graczyk-Kucharska, Magdalena, and G. Scott Erickson. "A person-organization fit Model of Generation Z: Preliminary studies." Journal of Entrepreneurship, Management and Innovation 16, no. 4 (2020): 149–76. http://dx.doi.org/10.7341/20201645.
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The study looks at developing a person-organization fit model based on the unique characteristics of the new generational cohort, Generation Z, now entering the workforce. Theory suggests competitive advantage may come to a firm based on its unique human capital, the human resources it employs and develops. Further, organizations will be more successful in attracting the valuable employees they seek if they can provide a workplace appealing to them in terms of organizational values, culture, and other aspects that may also include more familiar enticements such as pay and benefits. To address the gap, this pioneering study investigates the context of person-organizational culture for the Z Generation entering the labor market. The key questions answered by the authors when describing the Person-Organization Fit Framework for Generation Z include the differences in how organizational culture appeals to Gen Z men and Gen Z women. The research results are presented in three steps: an analysis of workplace environment elements for Gen Z, correlation analysis between the workplace environment elements required by Gen Z, and presentation of a Person-Organization Fit Framework for Gen Z. From a sample of 3393 students at technological secondary schools in the Wielkopolska Region, the survey results provided evidence of the workplace preferences for this cohort. In addition, results were further analyzed for differences in gender and intended profession. For this region, Generation Z has variable individual needs and wants, some of which can be easily identified (gender, profession) but some of which may be less clear. These research results may be used for designing appealing workplaces taking into account person-organization needs for young people. Based on this novel research, organizations employing the resulting work framework for Gen Z will be better prepared to consider the nature and communication of what they have to offer as well as how they can be flexible in adapting these offerings to unique individuals.
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Fodor, Mónika, Katalin Jäckel, Tibor Pál Szemere, and Bernadett Almádi. "The Practical Aspects of Employer Branding in the Light of the Findings of Qualitative Primary Research." Journal of Intercultural Management 11, no. 3 (September 1, 2019): 66–86. http://dx.doi.org/10.2478/joim-2019-0018.
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Abstract Objective: Our study presents the partial results of the research with the Z generation, which aims to get acquainted with and explore the specific features of selecting Human Resources Professionals (HR) in order to increase employment, especially through the applicability of the tools of employee branding. Our main objective is to explore the tools that can be implemented in the branding process for the potential employees of the Z generation and to demonstrate the practical applicability of these elements to improve investment. In addition, we aim to explore the generational-specific characteristics of investments, what challenges should be addressed today by a HR specialist, what solutions and practices are used in relation to the relevant response to these challenges. Methodology: In this publication, we present the partial results of a research project, supported by the New National Excellence Program of the Ministry of Human Resources (ÚNKP-18-3-III). In the first phase of the research project, we conducted a qualitative examination (B2C, B2B), in which we conducted thirty mini-focus interviews (using semi-structured interview guides). The subjects were recruited using a snowball sampling method, the filtering condition was the age of the subject. Only the subjects remained in the sample who, according to their age, belong to the Z generation. Findings: As a result of this research, we can see what the HR specialists interviewed think the benefits of employer branding are if they are able to act with a conscious and strategic approach to HR activities. Investigating consumer attitudes related to investments - despite the recognition of their significance - is less well-researched, and articles of empirical research also appear in international literature today. In order to fill the gap, we would like to contribute to Hungarian studies. Value Added: In our view, the results can provide useful information to companies who have similar difficulties in dealing with recruitment challenges and generational differences. In this paper we present the qualitative partial results of primary research. Both secondary and primary research show that a key factor for successful companies is the existence of a credible, internal employer branding strategy that continuously reflects on the labour market challenges. It is important that the employer’s brand - just like a product / service brand – should be well-positioned with clear values and messages. The other important aspect is the coordination of the activities of the individual groups and areas, because marketing, PR and HR are the builders and representatives of the same brand. You can then be successful and credible with your employer branding if all the details – similarly to a puzzle - are in place Recommendations: Without the strategic approach, the directions, the goals, and the alignment of the activities are not identified, which is reflected in inefficiencies. The employer’s brand has a well-positioned value, message and mission, which plays an especially important role in increasing the loyalty of young people (Y and Z generations).
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Dobre, Costinel, Anca-Maria Milovan, Cristian Duțu, Gheorghe Preda, and Amadea Agapie. "The Common Values of Social Media Marketing and Luxury Brands. The Millennials and Generation Z Perspective." Journal of Theoretical and Applied Electronic Commerce Research 16, no. 7 (September 25, 2021): 2532–53. http://dx.doi.org/10.3390/jtaer16070139.
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As consumers spend more time on social media, brands can take advantage of this opportunity to better serve and communicate with their followers. Still, given the characteristics of luxury, luxury brands may be reluctant to use social media. To determine the extent to which Millennials and Generation Z consumers perceive compatibility between social media marketing and luxury brands, a purposive sampling technique was employed. We collected data from 303 Romanian visitors of the Facebook page entitled Do You Like Luxury? This page, with postings from luxury producers, was specially created and sponsored in order to raise interest in completing the questionnaires. For data analysis, we used statistical tests, including confirmatory factorial analysis, regression, and independent-samples t-test. Our research shows that, for Millennials and Generation Z, luxury brands are compatible with social media apps as marketing channels. Even in the case of inadequacy, managers can still use the facilities of digital technologies to depict exclusivity, emotions, and sensory experiences specific to luxury. Unlike other studies, which only focused on a few dimensions, we proposed a multidimensional approach of the perceived value of luxury and social media marketing. Moreover, this is one of the few studies to focus on Eastern European consumers.
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Kadlubovich, Tatiana, and Darina Chernyak. "CREATIVE APPROACHES TO THE TEACHING SOCIOHUMANITARIAN DISCIPLINES, IN THE TRAINING OF GENERATION “Z” REPRESENTATIVES." Educational Discourse: collection of scientific papers, no. 20(2) (March 9, 2020): 55–67. http://dx.doi.org/10.33930/ed.2019.5007.20(2)-5.
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The article deals with the value orientations, attitudes, life views of modern students - representatives of Generation “Z”, for whom digital technologies are an everyday reality. The experience of working with students during class and independent work is given. The authors, based on the latest research, prove that the modern generation with its peculiarities needs new creative methods and teaching methods that will take into account the specifics of cognitive activity of modern youth, its values, needs, psychological characteristics and technical skills. It is necessary to change not only teaching and learning methods, but also the style of communication between the subjects of the educational process, the form of presentation of information, knowledge, preparation of a new type of educational and methodical literature, active use of information and communication technologies.
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Chronis, Themistoklis, Michael S. Briggs, George Priftis, Valerie Connaughton, James Brundell, Robert Holzworth, Stan Heckman, Shelia McBreen, Gerard Fitzpatrick, and Matthew Stanbro. "Characteristics of Thunderstorms That Produce Terrestrial Gamma Ray Flashes." Bulletin of the American Meteorological Society 97, no. 4 (April 1, 2016): 639–53. http://dx.doi.org/10.1175/bams-d-14-00239.1.
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Abstract Ground-based lightning detection systems geolocated 877 terrestrial gamma ray flashes (TGFs) from a sample of 2,279 TGFs detected with the Fermi Gamma Ray Burst Monitor (GBM). From these accurate geolocations, 24 TGFs are found within the Next Generation Weather Radar (NEXRAD) operational range in the Gulf of Mexico, the Caribbean, and the Pacific near Guam. NEXRAD-enhanced echo-top (EET) data show that these 24 TGFs are consistently adjacent to high-altitude regions of the storms. The high EET values suggest that there is likely a detection–selection effect, in which the gamma rays from lower-altitude TGFs are attenuated by the atmosphere so that such TGFs fall below the detection threshold of current space-based detectors. The vertical integrated liquid density (VILD) values and the volume scan reflectivities Z show that these 24 TGFs originate from storms of a wide range of convective strengths. Convective available potential energy (CAPE) values from reanalysis also vary widely, providing additional evidence of the range of convection in these TGF-producing storms.
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Salogub, A. M. "Systematic approach to creative personnel management: effective way to innovation." POWER AND ADMINISTRATION IN THE EAST OF RUSSIA 95, no. 2 (2021): 103–13. http://dx.doi.org/10.22394/1818-4049-2021-95-2-103-113.
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The main trends in the field of creative personnel management and the value of innovative culture were the subject of the study. Creative staff and innovation culture are of particular importance due to the need of organization to increase competitive advantages through the development of its innovative potential. The purpose of the work was to analyze trends in the personnel management and study modern approaches to the management of creative personnel, providing the organization with growth, development and innovation. The results of the work: the concepts of creativity, innovation, competitive advantage, organization of an innovative type were investigated and specified, key trends in the HR sphere (in human resource management) were summarized, the roles of personnel managers were understood. The profile of employees of generation Z has been investigated, the logic of motives for the behavior of creative employees has been built. Characteristics of innovative culture based on reproduction of the startup culture values are given. Successful startups (creative teams) are able to optimally combine experimentation, risk and responsibility. It was concluded that the ability to think creatively is a universal human talent. Practical recommendations on HR analytics and the effectiveness of personnel decisions are presented, key directions of the strategy for managing the younger generation Z are specified, the motives for behavior of creative employees are investigated, characteristics of innovative culture that allow the organization built a creative environment are studied.
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Wang, Yiquan, and Xiaoyao Yue. "The Relationship Between Moral Ideals and Education." Asian Journal of Social Science Studies 5, no. 2 (May 26, 2020): 10. http://dx.doi.org/10.20849/ajsss.v5i2.763.
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The relationship between moral ideals, politics, and education has been discussed by philosophers such as Machiavelli and Hobbes in their normative ideals associated with political realism, morals, and education. There is a symbiotic association between education, politics and morals ideal. This is because politics influences education and vice versa. The presence or lack of education impacts the combined values, goals, morals, and intellect of the body politic. In other words, the level of education in a society or the way the society is educated will influence the kind of people who will get into power and hold office and the moral ideals they will possess. Also, leaders getting into office need to possess good morals that can be acquired through education. Besides, it will determine the strategy used to get people into office and how much control and power those in office have. Education also determines the type of laws and morals that are deliberated sensible and insensible and how those who have been elected to represent the society or country will establish, promote, and govern educational institutions. There is a connection between Machiavelli and Hobbes’ moral ideals and education as identified in this paper. This essay uses “generation Z” students in higher education to show how Hobbes’s educational theories and moral ideals apply in the real world. In his educational theory, Hobbies suggests that teachers should use methods of teaching take into consideration the characteristics of the generation Z and also the curriculum should include the teaching of morals because this generation is going through many challenges.
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Farooq, Muhammad, Ahsan Hamayoun, Muhammad Naqvi, Saad Nawaz, Muhammad Usman, Salman Raza Naqvi, Muhammad Imran, et al. "Thermodynamic Performance Analysis of Hydrofluoroolefins (HFO) Refrigerants in Commercial Air-Conditioning Systems for Sustainable Environment." Processes 8, no. 2 (February 5, 2020): 187. http://dx.doi.org/10.3390/pr8020187.
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Global warming is one of most severe environmental concerns that our planet is facing today. One of its causes is the previous generation of refrigerants that, upon release, remain in the atmosphere for longer periods and contribute towards global warming. This issue could potentially be solved by replacing the previous generation’s high global warming potential (GWP) refrigerants with environmentally friendly refrigerants. This scenario requires an analysis of new refrigerants for a comparison of the thermodynamic properties of the previously used refrigerants. In the present research, a numerical study was conducted to analyze the thermodynamic performance of specifically low GWP hydrofluoroolefens (HFO) refrigerants for an actual vapor compression refrigeration cycle (VCRC) with a constant degree of 3 K superheat. The output parameters included the refrigeration effect, compressor work input, the coefficient of performance (COP), and the volumetric refrigeration capacity (VRC), all of which were calculated by varying the condenser pressure from 6 to 12 bars and vapor pressure from 0.7 to 1.9 bars. Results showed that R1234ze(Z) clearly possessed the desired thermodynamic performance. The drop in refrigeration effect for R1234ze(Z) was merely 14.6% less than that of R134a at a 12 bar condenser pressure; this was minimum drop among candidate refrigerants. The drop in the COP was the minimum for R1234ze(Z)—5.1% less than that of R134a at a 9 bar condenser pressure and 4.7% less than that of R134a at a 1.9 bar evaporator pressure, whereas the COP values of the other refrigerants dropped more drastically at higher condenser pressures. R1234ze(Z) possessed favorable thermodynamic characteristics, with a GWP of 7, and it can serve as an alternative refrigerant for refrigeration systems for a sustainable environment.
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Miroshnychenko, P. "ОСОБЛИВОСТІ СПРИЙНЯТТЯ ЛІТЕРАТУРНО-МИСТЕЦЬКОЇ РАДІОПРОГРАМИ МОЛОДДЮ." State and Regions. Series: Social Communications, no. 1(41) (March 10, 2020): 48. http://dx.doi.org/10.32840/cpu2219-8741/2020.1(41).7.
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<div><p><em>The article deals with the problem of peculiarities of perception of literary and artistic radio program, conditioned socio-psychological characteristics and values of youth as representatives of echo-generation Y. The purpose of the article is to determine the specific perception of the sound image of Pavlo Volvach’s radio program «Kruzhliannia Sliv» (First Channel of «Ukrainian Radio»). The article used the method of analysis and systematization of scientific and theoretical information on the topic of research. The method of focus group survey helped to identify the value orientations and information needs of the youth audience in the evaluation of the literary and artistic radio program, the motives that determine the attitude to its sound image, as well as the effectiveness of its influence on the cognitive processes of listeners, perception in general.</em></p></div><p><em>The study found that the literary radio program was perceived as a low-intensity audio text by the participants of the focus group without much enthusiasm, restrained. Respondents mostly expressed negative emotions. Attention was low, average material memorization was medium. Interest in the program was also mediocre. This was influenced by the discrepancy between the content and the form of the program with the values and life meanings of the respondents. Political conformism, distrust, indifference to social, cultural norms and traditions, preference for emotional individual satisfaction, enjoyment of life and low threshold of responsibility for one’s own actions and future – traits inherent in echo-generation Y. These traits manifest themselves in focus groups. Mostly indifferent attitude to the program was marked by both verbal and non-verbal means (postures, facial expressions, gestures). None of the respondents considered themselves to be the target audience of the program.</em></p><p><strong><em>Key words:</em></strong> <em>radio broadcasting, program, sound image, perception, focus group, echo-generation Y, generation Z.</em></p>
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Dziuba, Jelena. "Восприятие старости и изображение персонажа-старика из XVIII века в русской литературе." Slavica Wratislaviensia 163 (March 17, 2017): 59–69. http://dx.doi.org/10.19195/0137-1150.163.5.
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Reception of old age in the image of the character of the 18th centuryThe article analyzes the image of the character, whose formation has been associated with the value systems of the 18th century in Russia. Such a character has a structural characteristic of the archetype of the wise old man, the organizer of the world. It considers the transformation of the image at various stages of the literary process, typology identifies similar characteristics in the images of Starodum from the play of Fovizin “Nedorosl” and the old duke Nikolay Bokonsky: vigorous old age, the desire to live by the rules, harmonization of the life of the in-house space, appeal to the rational basis of life. The article identifies and analyzes the direction of values of young characters associated with the respect to old age images of old age in Pushkin’s novel “Kapitanskayia Dotchka” . The author’s attitude to the model of world, created by the heroes of old age, and the possibility of its continued existence — a phenomenon of chronocide, cyclic development of history, the hero leaving this life as an opportunity for the emergence of a new generation and preservation of traditions are assessed.Recepcja starości i wizerunek postaci literackiej osiemnastowiecznego starego człowieka w literaturze rosyjskiejW artykule ukazane zostały typologiczne analogie między postaciami starców, występującymi w utworach Fonwizina, Puszkina i Tołstoja. Autorka analizuje wizerunek tych postaci, których obraz związany jest z systemem wartości osiemnastowiecznej Rosji. Bohaterowie ci mają archetypowe cechy mądrego starca, „organizatora” ładu świata. Autorka artykułu wskazuje podobieństwa w wizerunkach Staroduma z komedii Fonwizina i starego księcia Nikołaja Bołkońskiego z powieści Tołstoja. Obie postaci łączą: energia życiowa, przyjęta hierarchia wartości, dążenie do zachowania harmonii w przestrzeni domu, odwoływanie się do racjonalnej podstawy życia. Przeanalizowany został także system wartości tych młodych bohaterów, którym bliski jest kult starości Griniow z powieści Puszkina Капитанская дочка. Autorka przedstawia swoje refleksje w kontekście takich zagadnień, jak: zjawisko upływu czasu, cykliczność w rozwoju historii, pojawienie się nowej generacji, zachowanie tradycji.
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Liu, K., and J. Zhao. "Progressive Damage Behaviours of Triaxially Confined Rocks under Multiple Dynamic Loads." Rock Mechanics and Rock Engineering 54, no. 6 (May 5, 2021): 3327–58. http://dx.doi.org/10.1007/s00603-021-02408-z.
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AbstractInvestigation of rock progressive damage under static confinement and strain rates facilitates the generation mechanism of natural fault damage zones. A triaxial Hopkinson bar apparatus is used to perform dynamic triaxial compression tests to examine the damage and degradation process of rocks subjected to multiple impacts. Dynamic mechanical properties are determined under a static triaxial pre-stress of (30, 20, 10) MPa and multiple dynamic loadings, with the repetitive impact velocity of 27 m/s and strain rates from 50 to 150/s. The acoustic characteristics are identified by ultrasonic measurement to qualify the damage values. The micro-crack parameters, including crack area and volumes are detected using synchrotron X-ray micro-computed tomography (μCT) to characterize the progressive damage. In addition, the microcrack orientation, density and fractal dimension are analysed from thin section. Experimental results show that dynamic stress-strain curves can be divided to elastic, nonlinear deformation and unloading phases. Dynamic peak stress, Young’s modulus and ultrasonic wave velocity decrease with increasing impact times. The high frequency of ultrasonic wave is filtered by the induced microcracks. The progressive damage and evolution of fracture networks are associated highly with microcrack initiation, propagation, branching and coalescence. Shear bands are commonly generated in granite, and tensile cracks are dominant in marble, while sandstone is mainly failed by compaction and deformation band. The absorbed energy of rock increases nonlinearly with increasing crack surface and volume. Besides, microcracks propagate primarily along the maximum principal stress; the density and fractal dimension exhibit an anisotropic distribution controlled by true triaxial confinement and dynamic impacts.
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ŠTEINER, ALOJZ, and TOMAŽ ČAS. "PATRIOT AND VETERAN ORGANISATIONS – THE CASE OF SLOVENIA." VETERANSKE ORGANIZACIJE – ALI JIH SPLOH POTREBUJEMO?/ VETERAN ORGANISATIONS – ARE THEY EVEN NEEDED?, VOLUME 2017/ ISSUE 19/2 (June 15, 2017): 107–24. http://dx.doi.org/10.33179/bsv.99.svi.11.cmc.19.2.7.
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Povzetek V prispevku predstavljamo ugotovitve, ki izhajajo iz proučevanja slovenskih domoljubnih in veteranskih organizacij. Na tej podlagi razpravljamo o značilnostih funkcionalnega in socialnega imperativa. Pri tem obravnavamo devet organizacij, ki so povezane v posebno koordinacijo. Veteranstvo na Slovenskem ima več kot 140-letno tradicijo in posebno razvojno pot vse do obdobja po osamosvojitvi Slovenije pred četrt stoletja. Slovenski primer tako vključuje domoljubne in veteranske organizacije, povezane z veterani prve in druge svetovne vojne ter osamosvojitvenega obdobja 1990–1991, pa tudi generacije, povezane z mednarodnimi operacijami in misijami, v katerih slovenski vojaki in policisti sodelujejo zadnjih dvajset let. Slovenija ima sodoben in tudi zelo liberalen pristop k organizaciji ter delovanju domoljubnih in veteranskih društev in zvez, ki jih financira prek obrambnega ministrstva, izjema so organizacije vojnih in civilnih invalidov vojn, ki jih financira pristojno ministrstvo za socialne zadeve. Dve slovenski posebnosti sta povezani z vprašanjem, kako in kdo ščiti vrednote, ki jih zastopajo in ohranjajo domoljubne in veteranske organizacije, ter kako te dejavnosti lahko prispevajo k spravi zaradi dejanj, ki so med nacistično in fašistično okupacijo ter družbeno revolucijo najbolj razklale in razdelile številne generacije Slovencev, takrat in pozneje. Ugotovitve kažejo, da tranzicijsko obdobje teh zadev v Sloveniji še ni končano. Ključne besede domoljubne in veteranske organizacije, društva, Koordinacija domoljubnih in veteranskih organizacij Slovenije, vojni veterani, zaščita vojnih veteranov. Abstract The paper presents the findings from the study of Slovenian patriot and veteran organizations (PVO). On the basis of this, we discuss the characteristics of the functional and social imperative. In this respect, nine different PVOs are discussed, which are linked through a special coordination. Veteran activities on Slovenian soil have had an over 140-year old tradition and a special development path up to the period after Slovenia gained independence a quarter of a century ago. Slovenian example includes PVOs related to 1st and 2nd World War veterans, veterans of the 1990 through 1991 independence period as well as the generations associated with international operations and missions, which have included Slovenian soldiers and police officers for the last twenty years. Slovenia has a modern, but also a very liberal approach to the organization and functioning of patriot and veteran societies and associations, which are financed by the Ministry of Defence, with the exception of military and civilian war-disabled organizations, funded by the Ministry responsible for social affairs. Two Slovenian particularities are linked to the question of how and who is protecting the values represented and cherished by PVOs, and how their activities can contribute to the reconciliation with respect to the offenses which during the time of Nazi-Fascist occupation and social revolution divided the then and many subsequent generations of Slovenians. According o the findings, the transition period with regard to these matters in Slovenia is not yet complete. Key words: Patriot and veteran organizations, societies, coordination of patriot and veteran organizations of Slovenia, war veterans, protection of war veterans.
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Csobanka, Zsuzsa Emese. "The Z Generation." Acta Technologica Dubnicae 6, no. 2 (August 1, 2016): 63–76. http://dx.doi.org/10.1515/atd-2016-0012.
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Abstract The author of this article seeks to define various circumstances that make a generation. The author points out the characteristics of new generations focusing on the so-called Z generation. As a literature teacher, she mentions personal examples to make the article alive. Her aim is to prove that it is important to take the new habits and specifics of teenagers into account in order to teach more efficiently.
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Silinevica, Irena, and Laila Meirule. "GENERATION Z ENTERS INTO THE LATVIAN BUSINESS ENVIRONMENT." Latgale National Economy Research 1, no. 11 (October 15, 2019): 97. http://dx.doi.org/10.17770/lner2019vol1.11.4317.
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There are five different generations in the Latvian labour market. Each generation has its own values and life experience. Recent research has shown that generation Z entering the labour market is significantly different from previous generations. They have different approaches when it comes to purchasing, choosing a career, working attitude, and so on. Therefore, research is needed to understand what changes this generation will bring to the business environment in the years to come. The aim of this research study is to investigate some of the different aspects of generation Z behaviour in the labour market. This research study includes theoretical and empirical parts. Findings of various theoretical studies on distinctive values and attitudes of generation Z have been investigated. The empirical study compares the values of different generations and highlights the differences between the generations in the labour market. Recommendations are made for successful integration of generation Z into the business environment.
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Florescu, Ana Maria Smaranda, Georgeta Bandoc, and Mircea Degeratu. "Energy Efficiency Evaluation of Wind Energy Based on Energy Reports." Advanced Materials Research 1008-1009 (August 2014): 188–91. http://dx.doi.org/10.4028/www.scientific.net/amr.1008-1009.188.
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Harnessing wind energy for power generation involves first achieving a preliminary study to understand the wind characteristics for the chosen location. In this way, the results are useful for understanding performace of an project that is connected with wind energy. The purpose of this article is to determine global estimates and different energy reports (ER). This is necessary because we do not always have a lots of meteorological datas. For the determination of these reports (ER) it used different kinds of energies calculated for a period of six years, hourly, daily and monthly data. Therfor, it was calculated the energy monthly, seasonally and annually report between monthly energy calculated with daily wind date and monthly energy calculated with instantaneous wind date (R m, Z/I); energy monthly, seasonally and annually report between monthly energy calculated with monthly wind date and monthly energy calculated with instantaneous wind date (R m, L/I); energy monthly, seasonally and annually report between monthly energy calculated with instantaneous wind date and monthly energy Betz (R m, I/B). All these reports were determined for a certain family of wind turbines used for a functional home using wind and solar energy. From the obtained results that are quite significant differences between seasonal and annual energy reports values determined with different types of energy.
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Putra, Yanuar Surya. "PERBEDAAN PSYCHOLOGICAL CAPITAL PADA KARYAWAN GENERASI Y DAN Z SERTA PENGARUHNYA TERHADAP KOMITMEN ORGANISASI." Magisma: Jurnal Ilmiah Ekonomi dan Bisnis 6, no. 2 (July 10, 2018): 1–12. http://dx.doi.org/10.35829/magisma.v6i2.29.
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Generation Y is a group of generations that currently dominate the work environment, while generation Z is a generation that starts entering the work environment, both generations have different psychological capital characteristics and will affect organizational commitment. The purpose of this study was to compare and find out the psychological capital differences of employees from generation Y and generation Z, as well as testing the effect on organizational commitment. The sample of this study were 30 employees from generation Y and 30 employees from generation Z who worked in companies in Salatiga. The sampling technique used was purposive sampling, while the analytical tool used in this study was Mann-Whitney Test and Chow test and to see the differences in psychological capital characteristics in generations Y and Z, and also regression analysis with sub – groups anlaysis to see the psychological capital influence on it’s organizational commitment. The results showed that there were differences in psychological capital characteristics (self efication, hope, and resilience) in generations Y and Z in Salatiga, and differences in these characteristics had a significant influence on the organizational commitment of each generations.
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Spasennikov, Valeriy. "Sociodesign of the generation continuity: theoretical and experimental approach." Ergodesign 2021, no. 1 (March 30, 2021): 15–26. http://dx.doi.org/10.30987/2658-4026-2021-1-15-26.
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Various classifications of generations associated with historical and physical time are considered. It is shown that the culturological connection of modern Russian generations has a cyclical nature and can be investigated both at the macrolevel from the standpoint of economic sociology, and at the microlevel from the standpoint of economic psychology. The idea is substantiated that the sociodesign of the generation continuity is associated with mental attitudes and life-meaning values that are accepted and shared by different generations.
In the pilot study, students and their parents' meaningful values have been determined. Based on the analysis of a number of studies, some trends in forming the values of generation Z and recommendations for teaching generation Z in modern cultural and historical conditions have been identified.
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Domagalska-Grędys, Marta. "VALUES IN THE WORK OF YOUNG GENERATIONS Y AND Z." Annals of the Polish Association of Agricultural and Agribusiness Economists XIX, no. 2 (June 26, 2017): 40–45. http://dx.doi.org/10.5604/01.3001.0010.1156.
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The purpose of the research was to determine the value of the work of the young generation “Z” in the group of students working in the agricultural university. The declared and selected values were the starting point for checking what motivates the new generation in the labor market. The theoretical assumption was that „work is a value and value is a source of motivation and behavior of people”. The analysis of the case of two groups (Z and Y generations) allowed to identify common values of the youngest labor market participants and recommendations for employers. The questionnaire survey was conducted in 2014 and 2017. For the researchers, the climate (of clan) was the highest value in the work, which in their opinion contributed most to self-development in the culture of clan.
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Kobyakova, Olga S., Alena N. Levko, Aleksandra V. Bakhteeva, Denis Yu Chernov, Anastasiya A. Malkova, Valeriya P. Chigrina, Denis S. Tyufilin, and Evgeny S. Kulikov. "Occupational burnout of doctors: characteristics of generations." Medical Journal of the Russian Federation 27, no. 3 (May 15, 2021): 205–16. http://dx.doi.org/10.17816/0869-2106-2021-27-3-205-216.
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BACKGROUND: Medical care quality improvement is one of the relevant aspects of healthcare development in the Russian Federation. However, healthcare workers are susceptible to occupational burnout syndrome due to the nature of their activities, which prevents care quality improvement. The literature indicated that the level of professional burnout varies among the representatives of different generations.
AIM: This study aimed to compare the level of occupational burnout, the factors of its development, and the relationship with labor parameters among doctors of different generations in the Tomsk region.
MATERIALS AND METHODS: The study used the Maslach Burnout Inventory (MBI) questionnaire as well as several additional questions.
RESULTS: The study involved 1669 physicians representing all generations. Due to the small number of individual generation representatives, they were distributed into three main groups: generation 3 represented by millennials and generation Z (n = 630), generation 2 included generation X (n = 783), and generation 1 included silent generation and boomers (n = 256). Doctors of generation 1 have the lowest workload. Generation 3 representatives have, on average, a higher level of depersonalization and reduction in professional achievements. Generation 2 doctors showed the highest level of emotional exhaustion compared to other generations. The lowest scores for all subscales of the MBI questionnaire were registered among the generation 1 doctors. Significant factors in the development of professional burnout in the younger generation include workplace dissatisfaction, lack of sleep, and the rare use of whole annual leave, which was most common in generation 3.
CONCLUSIONS: Based on the study results, we can conclude that measures to prevent professional burnout should be separately selected for each generation.
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Gadomska–Lila, Katarzyna. "Value Systems of Various Generations." Zarządzanie Zasobami Ludzkimi 133, no. 2 (April 15, 2020): 27–40. http://dx.doi.org/10.5604/01.3001.0014.0731.
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This study attempts to describe the value systems of four generations of employees—Baby Boomers, Generation X, Generation Y, and Generation Z—as well as to identify differences and similarities between values that are appreciated by them. Moreover, it presents a discussion on the essence and role of values in human life, a comparison of results of domestic and foreign research on differences among value systems, especially work–related values, and, finally, the results of an own study conducted applying qualitative methods. The analyses confirmed that there are many significant differences among the value systems of different generations of employees, but similarities, too. This underlines the importance of being familiar with these differences with respect to human resource management, creating working conditions, and choosing leadership style.
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Stoenică, Iuliana Camelia, and Alina Stanciu. "Start – Up's for the Generations in Digital Economy." International Journal of Innovation in the Digital Economy 9, no. 3 (July 2018): 1–12. http://dx.doi.org/10.4018/ijide.2018070101.
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This article analyses the theories of professional motivation from the perspective of the new generations: X, Y, Z and it contributes to the literature by considering, a first, business models, strategic implications and business opportunities. Each generation has a fundamental values of business: the X Generation has the experience and the financial power; the Millennials have the creativity, passion for the ideas of and DNA technology; and the Z Generation has great freedom and pragmatism.
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Pishchik, V. I. "Value measurements of generations through actualized fears." Social Psychology and Society 10, no. 2 (2019): 67–81. http://dx.doi.org/10.17759/sps.2019100206.
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The article presents the results of the study of the values of representatives of generations through actual fears through the author’s questionnaire. We have compiled data on the study of values in psychology and sociology and showed that values, value orientations constitute the core of the individual, underlie social norms. The avail able methods for the study of values that identify them at the group or personal level are discussed. A link is found between values and human fears. A working version of the author’s questionnaire examining the values of generations through actual fears (fears: I, others, nature, culture, technology, mystical) is presented. The sample of representatives of generations (180 people) shows the results of the initial testing of the questionnaire. It was shown that the «Transitional» generation (according to N. Howe, W. Strauss is generation X) is dominated by the value of culture and the fear of losing it, the «Informational» generation (generation Y) is dominated by the value I and the fear of losing oneself, The «New» generation (generation Z) is the most valuable information technology and the fear of the multiplicity of worlds is actualized. It is concluded that the submitted questionnaire is easy to use, speeds up the process of use and reveals the peculiarities of values from deep positions.
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Triwijayati, Anna, Melany ., Dian Wijayanti, Etsa Astridya Setiyati, and Titik Desi Harsoyo. "Consumer Values Shifting in Cross Generation Javanese Consumers in Indonesia: Do Young Consumers Still Uphold Local Wisdom?" Journal of Population and Social Studies 30 (January 30, 2022): 332–53. http://dx.doi.org/10.25133/jpssv302022.020.
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This study aims to examine local wisdom of consumer values, and classify and compare consumer values between or across generations of Javanese Baby Boomers, X, Y, and Z. The study employed a mixed-method approach. The data were gathered by conducting in-depth interviews with four Javanese families, and online surveys. All respondents were Javanese consumers, with 103 from Generation Z, 154 from Generation Y, 257 from Generation X, and 17 from Baby Boomers. The total respondents were 531 persons. Data analysis was performed using the one-sample t-test, factor analysis, ANOVA, and the Kruskal-Wallis test. The shift in consumption values did not occur in the Baby Boomer, nor in the X, Y, and Z generations. Most values of Javanese consumers are thriving and are still being held by all generations. The shifting values are about ambition, patience, social recognition, ngalah [to yield or to succumb], ethok-ethok [having an indirect opinion or pretending]. This study provides follow-up implications for further research to link consumer values with other aspects of consumers such as national culture, consumer decision-making style, entrepreneurship, and other socioeconomic aspects.
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Hasan, Hazriah, Ismail Ahmad, and Nur Aisyah Ghazali. "Comparative Analysis of Waqf Generosity Index (WGI) in Generation Y and Z." Research in World Economy 10, no. 2 (July 14, 2019): 26. http://dx.doi.org/10.5430/rwe.v10n2p26.
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As the Islamic endowment (Waqf) has been practiced throughout the world, it is a challenge to measure the level of the generosity index on its practice. In fact, the awareness in performing Waqf among Muslims especially in the Generations Y and Z are important since it is valuable to the Muslims and concurrently can help those needy people. The study objective is to develop the generosity index among the two generations’ classifications. The variables that have been selected in this study namely trust, altruism, personal characteristics, self-image, religious value, psychological benefits, social norms, personal satisfaction and commitment. Total of 450 questionnaires managed to be collected from Generations Y and Z respondents in Klang Valley area. Rasch Measurement Model was employed to analyze the data. The construct was found reliable with Cronbach Coefficient Alpha of 0.94. The statistical indicators such Point Measure Correlation (PtMea Corr) and Person Item Distribution Map (PIDM) revealed that all the two generations have different results for their generosity index. This can be relating where each generation having their own behavior traits in attitudes and intentions. The implication of this paper provides evidence of the usefulness of Rasch Measurement Model in identifying the Generations Y and Z generosity index on Waqf or named as Waqf Generosity Index (WGI).
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Araya, I. J., M. E. Rubio, M. San Martín, F. A. Stasyszyn, N. D. Padilla, J. Magaña, and J. Sureda. "Magnetic field generation from PBH distributions." Monthly Notices of the Royal Astronomical Society 503, no. 3 (March 13, 2021): 4387–99. http://dx.doi.org/10.1093/mnras/stab729.
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ABSTRACT We introduce a statistical method for estimating magnetic field fluctuations generated from primordial black hole (PBH) populations. To that end, we consider monochromatic and extended Press–Schechter PBH mass functions, such that each constituent is capable of producing its own magnetic field due to some given physical mechanism. Assuming a linear correlation between magnetic field fluctuations and matter overdensities, our estimates depend on the mass function, the physical field generation mechanism by each PBH constituent, and the characteristic PBH separation. After computing the power spectrum of magnetic field fluctuations, we apply our formalism to study the plausibility that two particular field generation mechanisms could have given rise to the expected seed fields according to current observational constraints. The first mechanism is the Biermann battery and the second one is due to the accretion of magnetic monopoles at PBH formation, constituting magnetic PBHs. Our results show that, for monochromatic distributions, it does not seem to be possible to generate sufficiently intense seed fields in any of the two field generation mechanisms. For extended distributions, it is also not possible to generate the required seed field by only assuming a Biermann battery mechanism. In fact, we report an average seed field by this mechanism of about 10−47 G, at z = 20. For the case of magnetic monopoles, we instead assume that the seed values from the literature are achieved and calculate the necessary number density of monopoles. In this case, we obtain values that are below the upper limits from current constraints.
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Гагарина, М. А. "SOCIAL DEBT REPRESENTATIONS: COMPARISON OF GENERATIONS." Институт психологии Российской академии наук. Социальная и экономическая психология, no. 4(20) (December 1, 2020): 246–72. http://dx.doi.org/10.38098/ipran.sep.2020.20.4.010.
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Рассматривается проблема сходства и различия социальных представлений о денежном долге у разных поколений. Приведен обзор отечественных и зарубежных исследований, описывающих особенности представителей поколений «беби-бумеров», X, Y и Z. Эмпирической проверке подверглись следующие гипотезы: (1) представители разных поколений будут иметь одинаковое содержание ядра социальных представлений о долге; (2) одинаковые социальные представления о долге у разных поколений будут по-разному связаны с различными социально-психологическими характеристиками. Представлены результаты эмпирического исследования с участием 391-го респондента, из которых 71 - представитель «беби-бумеров», 104 - поколения Х, 103 и 113 - Y и Z соответственно. Показано, что ядро социальных представлений о денежном долге у всех поколений составляют убеждения о собственной ответственности за возврат своих долгов, необходимости жизни в соответствии с доходами, минимизации стоимости займа и максимально быстром погашении имеющихся задолженностей. У беби-бумеров наибольшее количество взаимосвязей получено для убеждения «жить надо в соответствии со своими доходами» (с субъективным контролем в разных областях, сознательностью, доброжелательностью), у поколения Y - для утверждения «только я несу ответственность за возврат своих долгов» (с субъективным контролем в разных областях и переживанием вины и стыда), у X - всего две корреляции между утверждением «я всегда стараюсь отдавать долги как можно быстрее» и шкалами сознательность и доброжелательность большой пятерки, у Z все ядерные социальные представления о долге связаны с переживанием стыда и негативным отношением к себе. Сделаны выводы о том, что представители рассмотренных поколений имеют общее ядро социальных представлений о денежном долге, включающее убеждения, описывающие собственную ответственность и быстрое исполнение обязательств, важность расчетов и умеренность трат (жизнь по средствам). Для поколения беби-бумеров и представителей Z центральным является представление о том, что жить надо в соответствии со своими доходами, но для первых оно является более сложным. Для поколения X более значимым является представление о необходимости скорейшего возврата долгов, а для поколения Y - собственная ответственность за это. Для поколения Z исполнение обязательств связано с сознательностью и переживанием социальных эмоций. The paper considers the problem of similarities and differences in social representations of monetary debt among different generations. A review of domestic and foreign studies of the characteristics of representatives of baby-boomers, generations X, Y, Z is given. The following hypotheses were subjected to empirical testing: (1) representatives of different generations will have the same core of social representations about debt; (2) the same social representations about debt of different generations will have different grounds, namely, they are associated with different socio-psychological characteristics. Research methods: The Debt Behavior questionnaire, the Big Five questionnaires, the Locus of Control, Guilt and Shame Proneness Scale. The results of an empirical study are presented, respondents - are 391 in total, 71 are baby boomers, 104 are representatives of the X generation, 103 and 113 are Y and Z, respectively. As a result, it has been shown that the core of social representations about monetary debt for all generations consists of beliefs about their own responsibility for repaying their debts, the need to live in accordance with incomes, minimizing the cost of loans and repaying existing debts as quickly as possible. For baby-boomers, the greatest number of relationships with other socio-psychological characteristics was obtained for the belief that “one must live according to one’s income” (with subjective control in different areas, consciousness, agreeableness), and for generation Y, for the statement “only I am responsible for repaying my debts” (with subjective control in different areas and proneness to guilt and shame). Generation X had only two correlations - between the statement “I always try to repay debts as quickly as possible” and consciousness and agreeableness of the Big Five. In Generation Z, all core social representations of debt are associated with shame and a negative attitude towards oneself. Conclusions: representatives of generations of baby-boomers, X, Y, Z have a common core of social representations about monetary debt, including beliefs describing their own responsibility and quick fulfillment of obligations, the importance of calculations and moderation of spending (living according their income). For the generation of baby boomers and representatives of Z, the central idea is that one must live in accordance with their incomes, but for the former it is more complex and affects different aspects of the relationship, in comparison with Z and Y. For generation X, more significant is - the representation of the need to repay debts as soon as possible, and for Generation Y - their own responsibility for this. For Generation Z, fulfilling commitments is associated with consciousness and the experience of social emotions.