Relevant bibliographies by topics / Generational differences

Contents

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

Academic literature on the topic 'Generational differences'

Author: Grafiati
Published: 4 June 2021
Last updated: 26 January 2023

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Journal articles on the topic "Generational differences"

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Murray, Elizabeth J. "Generational differences." Nursing Management (Springhouse) 44, no. 12 (December 2013): 36–41. http://dx.doi.org/10.1097/01.numa.0000437771.48521.6c.

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Stern, Peter J. "Generational differences." Journal of Hand Surgery 27, no. 2 (March 2002): 187–94. http://dx.doi.org/10.1053/jhsu.2002.32329.

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Marks, Maura G. "Debunking Generational Differences." ASHA Leader 16, no. 8 (August 2011): 2. http://dx.doi.org/10.1044/leader.in1.16082011.2.

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Arsenault, Paul M. "Validating generational differences." Leadership & Organization Development Journal 25, no. 2 (March 2004): 124–41. http://dx.doi.org/10.1108/01437730410521813.

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Pulcini, Christian D., Teri L. Turner, and Lewis R. First. "Generational Empathy: An Approach for Addressing Generational Differences." Pediatrics 147, no. 3 (February 3, 2021): e20200191. http://dx.doi.org/10.1542/peds.2020-0191.

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Stevens, Roxanne Helm. "Managing Human Capital: How to Use Knowledge Management to Transfer Knowledge in Today’s Multi-Generational Workforce." International Business Research 3, no. 3 (June 11, 2010): 77. http://dx.doi.org/10.5539/ibr.v3n3p77.

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The purpose of this exploratory study is to examine knowledge transfer strategies within the framework of a multi-generational workforce. It is common to consider different generational perspectives in the workplace and its impact on knowledge management and transfer strategy. This research compares differences in workforce generations and examines different methods to pass knowledge cross-generationally. Companies must design knowledge transfer strategies conducive to multi-generational workforce dynamics keeping in mind the generational diversity that exists in the workplace. The present study endeavors to provide insight into this issue.
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Riggio, Ronald E., and Karan Saggi. "Belief in Generational Stereotypes: Why There Is a There There." Industrial and Organizational Psychology 8, no. 3 (September 2015): 340–42. http://dx.doi.org/10.1017/iop.2015.46.

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Belief in generational differences is nothing new. In ancient times, generational differences were seen as a threat to productivity, and efforts were made to change them. Bertman (1976) writes, “as early as the twenty-fifth century BC, the older generation in authoritarian Egypt had to ‘work at it’ to mold the younger generation in its own image.” Yet, Costanza and Finkelstein (2015) point out that “there is minimal empirical evidence actually supporting generationally based differences” and “no sufficient explanation for why such differences should even exist.” One explanation for the prevailing belief in generation-based differences is systematic biases in social perception.
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Campbell, W. Keith, Stacy M. Campbell, Lane E. Siedor, and Jean M. Twenge. "Generational Differences Are Real and Useful." Industrial and Organizational Psychology 8, no. 3 (September 2015): 324–31. http://dx.doi.org/10.1017/iop.2015.43.

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We propose that generational differences are meaningful despite some theoretical and methodological challenges (cf. Costanza & Finkelstein, 2015). We will address five main issues: operationalizing generations, measuring generational differences, theoretical models of generations, mechanisms of generational change, and the importance of science versus stereotypes.
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Stutzer, Karen. "Generational Differences and Multigenerational Teamwork." Critical Care Nurse 39, no. 1 (February 1, 2019): 78–81. http://dx.doi.org/10.4037/ccn2019163.

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Jr., Horacio. "MANAGING GENERATIONAL DIFFERENCES AT WORK." Journal of International Management Studies 22, no. 1 (March 1, 2022): 5–9. http://dx.doi.org/10.18374/jims-22-1.1.

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Dissertations / Theses on the topic "Generational differences"

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Visanich, Valerie. "Generational differences and cultural change." Thesis, Loughborough University, 2012. https://dspace.lboro.ac.uk/2134/10876.

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Young people are arguably facing complex life situations in their transition into adulthood and navigating their life trajectories in a highly individualised way. For youth in post-compulsory education, their training years have been extended, their years of dependency have increased and they have greater individual choice compared to previous youth generations. This study develops an understanding of the process of individualisation applied to youth in late modernity and explores it in relation to the neo-liberal climate. It compares the life situation of this youth generation with youth in the early 1960s, brought up with more predefined traditional conditions, cemented in traditional social structures. The processes that led to generational changes in the experiences of youth in the last forty-five years are examined, linked to structural transformations that influence subjective experiences. Specifically, the shifts of the conditions of youth in post-compulsory education are studied in relations to socio-economic, technological and cultural changes. This study discusses the Western Anglo-American model of changes in youths life experiences and examines how it (mis)fits in a more conservative Catholic Mediterranean setting. The research investigates conditions in Malta, an ex-colonial small island Mediterranean state, whose peculiarities include its delayed economic development compared to the Western setting. The core of the research comprises of primary data collection using in-depth, ethnographical interviews, with two generations of youth in different socio-historical context; those who experienced their youth in the early 1960s and youth in the late 2000s. This study concludes that the concept of individualisation does indeed illuminate the experiences of youth in late modernity especially when compared to the experiences of youth forty-five years ago. However the concept of individualisation is applied in a glocalised manner in line with the peculiarities of Malta that has lagged behind mainstream developments in Western Europe and still retained traditional features. Building on the individualisation concept, I use an empirically grounded concept of compromised choices to describe the increase in the bargaining of choice happening at different fronts in the life experiences of youth, especially in the life biography of women, choices in education and the job market and choices in consumption.
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Langham, Ariana. "Generational Differences in Understanding of Psychological Abuse." Honors in the Major Thesis, University of Central Florida, 2005. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/767.

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This item is only available in print in the UCF Libraries. If this is your Honors Thesis, you can help us make it available online for use by researchers around the world by following the instructions on the distribution consent form at http://library.ucf
Bachelors
Arts and Sciences
Psychology
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Sajjadi, Amir, Castillo Lars Christian Felipe Åkesson, and Bicen Sun. "Generational Differences in Work Attitudes : A comparative analysis of Generation Y and preceding generations from companies in Sweden." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-18347.

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Introduction: A population that can live and work longer has resulted in a wider range of generations being active in the workplace simultaneously and the diverse multi-generational work environment is a new challenge for human resource management. The most recent generation that is entering the job market is Generation Y, which is also referred to as Millennials. Currently, organizations and Human Resource departments are facing the issue of Generation Y entering the workforce and the issue at hand is considered to be real. The main focus in this paper is Generation Y and how their work attitudes in the workplace differ or resembles that of the previous generations. Purpose: With this research we want to primarily establish and present our observation of the differences in Generation Y and preceding generations’ work attitudes occurring in multi-generational workplaces, and later evaluate to what extent it is present in the work environment of the chosen business sectors in Sweden. Method: This thesis major applies the deductive approach. Both primary data and secondary data were collected during the research. Primary data was collected through interviews and the secondary data was gathered from Internet resources, books, published articles and journals. Conclusion: The differences between the generations’ work attitude are present within all of the aspects of work attitudes studied excluding individual vs. team orientation where the data was conflicting. Differences in some aspects were more and the potential to cause clash was noticeable and in other aspects there were less differences or personal factors found to be more important than generational factors.
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Artuso, Christian. "Noogom gaa-izhi-anishinaabemonaaniwag, generational differences in Algonquin." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk2/tape15/PQDD_0007/MQ32047.pdf.

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Carter, Julie. "Generational Differences for Experienced and Instigated Workplace Incivility." Xavier University / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1510831049049475.

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Jones, April Lavette. "Generational Cohort Differences in Types of Organizational Commitment." ScholarWorks, 2014. https://scholarworks.waldenu.edu/dissertations/118.

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In hospitals in the United States, the ratio of nurses to patients is declining, resulting in an increase in work demands for nurses. Consequently, organizations face challenges with nurses' organizational commitment. Studies have revealed generational differences, as determined by birth year, in employee levels of organizational commitment in a number of organizational settings. However, there is a gap in the literature regarding the impact of generational cohorts on the organizational commitment of nurses. The purpose of this quantitative, nonexperimental, cross-sectional design was to address whether generational cohorts of nurses differed in their levels of organizational commitment, and to investigate whether licensed practical nurses (LPNs) and registered nurses (RNs) differed in their levels of organizational commitment. A purposive sampling method was used to recruit 132 nurses in Alabama for this study. A MANOVA was employed to test the mean differences in organizational commitment by generational cohort status and nursing degree. Results revealed that generational cohort status did not have a significant impact on nurses' levels of organizational commitment. However, the findings showed that LPNs had significantly lower levels of affective commitment than RNs. This study provided information that may be of use to hospital administrators and human resource managers in communicating the need for flexible incentive packages to address the needs of a diverse workforce. Results from the study may promote social change by providing information about how nurse credentials are associated with their organization commitment. This association is critical for building organizational stability, organizational effectiveness, and nurse recruitment and retention.
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Lambert, Melissa. "Generational Differences in the Workplace| The Perspectives of Three Generations on Career Mobility." Thesis, The George Washington University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3688763.

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Have you ever had someone stereotype or prejudge you because of your age? Have any of these stereotypes held you back in your career? These experiences are not uncommon and there are numerous publications that promote stereotypes and ascribe certain characteristics to different generations. These labels and stereotypes are often found in the workplace and may impact how an individual navigates his or her career. To address these questions, this dissertation examined generational differences in the workplace using the perspectives of three generations of employees on succession planning and career mobility. The goal of this study was two-fold, a) to provide data driven research that moves beyond descriptive, broad or anecdotal research published in magazines and popular books; and b) to understand and describe the perspectives of Generation Y, Generation X and Baby Boomers on succession planning (career mobility), using a Basic Interpretive Design methodology.

This study was conducted through the lens of the lens of social identity theory and talent management principles in order to addresses generational differences and succession planning and was based on an understanding of organizations as multi-national companies with many businesses and site locations. The findings support human resource practitioners and organizational leaders plan succession and further develop employees by understanding the revelations and expectations of each generation.

The format of this dissertation is as follows: Chapter 1 outlines the structure of the study and provides key foundational background to situate this research study. Chapter 2 provides a more detailed review of the literature, including peer-reviewed research publications on generational concepts and theory, talent management and succession planning. Chapter 3 details the methodology, which includes the means and approach through which data was collected in this study. Lastly, Chapters 4 and 5 present the findings of the study in addition to applications of the research and recommendations for leaders and HR practitioners.

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Pethybridge, Ruth. "Unresolved differences : choreographing community in cross-generational dance practice." Thesis, University of the Arts London, 2017. http://ualresearchonline.arts.ac.uk/13357/.

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This practice-led research enquires into how ideologies of community as commonality have informed the dominant rhetoric in the Community Dance sector since the 1970s, and formed the conditions of possibility for Cross-generational Dance, a reciprocal relationship between discourse and practice that has arguably been overlooked in the historiography of Community Dance. Framed by Michel Foucault’s (1972) concept of the episteme – an umbrella mode of knowing that permeates historical taxonomies – Community Dance history is linked here with experimental choreographic processes during the 1960s and 1970s, and Relational Art of the 1990s. Such relationships suggest a more critical, politically-orientated genealogy. Cross-generational Dance is discussed through a reflexive approach to the writing which reveals how philosophies of community are divided into those associated with the idea of commonality – either through shared characteristics or common goals – and those that advocate a break with these imperatives, here examined through the philosophies of Adriana Cavarero, and Jean-Luc Nancy. Given its perceived agenda to bring people of distinct ages together into a harmonious totality, Cross-generational Dance provides a particular opportunity to discuss community, examined here through case-studies of key choreographers at the time of writing – Rosemary Lee, and Cecilia Macfarlane. The discussion of age is made explicit through an analysis of models of difference, and introduces how an ethical encounter with others can avoid the totalising impulse of community in subsuming these differences. The methodology of ‘relational choreography’ underpins the phenomenological emphasis on process and relationships in choreography over more conventional conceptions of product and form in dance and supports the hypothesis that community can be experienced as ‘being in relation through a phenomenology of uniqueness’. This conception does not rely on polarising the positions of the individual and the community, or self and other, young and old, but rather generates an experience of uniqueness, wherein differences remain unresolved, shared amongst ‘others plural’ (Nancy, 2000). This thesis therefore reconsiders what community means in the context of dance practice.
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Long, Daniel Wayne. "Exploring Generational Differences in Text Messaging Usage and Habits." Diss., NSUWorks, 2018. https://nsuworks.nova.edu/gscis_etd/1060.

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Members of society today embrace multiple communication media for various purposes and intents. Text messaging has been identified as the medium of choice for continual relationship maintenance and text messaging from mobile devices overshadows all other media forms for the support of social connections. Text messaging is changing everything from how operators market their plans to how advertisers and service providers reach consumers. But just as technology usage of social media and internet access are different across generational boundaries, text messaging usage and habits may also be different for various generational groups. The majority of peer-reviewed research regarding text messaging usage habits has focused on adolescent and young adult users with less attention on text messaging usage habits by older adults; there is a scarcity of peer-reviewed research examining cross-generation text messaging habits and texting usage patterns. The primary goal of this study was to assess the similarities and differences in text messaging usage habits, purposes, and support of social connections differentiated by five of the commonly designated generational groups in America; the Post-War Silent Generation, Baby Boomers, Generation X, Millennials, and Generation Z. A mixed methods study provided data on the text messaging usage habits of members of the generational groups using a pool of adult college students, members of the researcher’s LinkedIn network, and data from a survey service to determine to what extent differences and similarities exist between users’ text messaging usage habits within each generational group. Results indicated generational group membership has a significant effect on a participant’s messaging volume (UV), text messaging partner choices (TMPC), and text messaging social habits (SH), regardless of gender, education level, or employment status. The older the generational group, the more likely they are to prefer talking over texting and to have issues with the device interface. The Post-War Silent generation texts their spouses the least of any group, while Generation X texts their spouses the most, and all generational groups with the exception of Generation Z would limit texting while driving. Generational characteristics seem to have some influence over texting behaviors. Contributions to the existing body of knowledge in the human computer interaction field include an investigation of factors that contribute to each generational group’s willingness to embrace or reject the text messaging medium, and an investigation into the into how each generation views and exploits the texting medium.
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Crowe, Amanda Delane. "Strategies for Responding to Generational Differences in Workplace Engagement." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2806.

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Small business managers are experiencing a 30% turnover of employees, costing U.S. businesses $41.3 million per year. The purpose of this case study was to explore the strategies that experienced business managers use in small accounting firms to respond effectively to generational differences in workplace engagement. Using a purposeful sampling technique, 5 managers possessing successful experience in issues related to generational differences in the workplace were recruited from small accounting firms located in Midwestern United States to participate in semi-structured interviews about engaging a multi-generational workforce. Methodological triangulation was used to analyze the data collected through semi-structured interviews and observations, which were grouped into common nodes and themes. Three themes emerged, including providing resources and incentives, giving opportunities, and forming relationships between managers and subordinates. These themes aligned with leader-member exchange theory, indicating the need for managers and subordinates to establish high-quality relationships which result in more engaged employees. The results from this study might contribute to social change by providing transferable knowledge about how management behaviors affect the engagement of employees, which could assist more business owners to take generational differences into account, and in turn produce more engaged and satisfied employees. Responding effectively to generational differences in workplace engagement may lead to less employee turnover, which may increase revenue and translate into social responsibility and sustainability programs in the community.
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Books on the topic "Generational differences"

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Burke, Mary Elizabeth. Generational differences survey report. Alexandria, VA: Society for Human Resource Management, 2004.

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Decoding Generational Differences: Changing your mindset-- Without losing your mind. [Taylors, South Carolina]: W. Stanton Smith LLC, 2010.

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Generational differences in political attitudes and political behaviour in China. Singapore: World Scientific, 1999.

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Ties to tattoos: Turning generational differences into a competitive advantage. Dallas, Tex: Brown Books Pub., 2009.

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Hicks, Kathy. Boomers, Xers, and other strangers: Understanding the generational differences that divide us. Wheaton, Ill: Tyndale House, 1999.

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American Bar Association. Law Practice Management Division, ed. The millennial lawyer: Making the most of generational differences in the firm. Chicago: American Bar Association, 2012.

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Joanne, Boulton, ed. Crowded houses, gendered spaces and generational differences: The inter-relationship between housing politics and household dynamics in New Crossroads, Cape Town. Roma, Lesotho, Africa: Institute of South African Studies, National University of Lesotho, 2007.

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Center, American Nurses Credentialing, ed. Magnet: The next generation : nurses making the difference. Silver Spring, Md: American Nurses Credentialing Center, 2011.

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Sedae ch'ai wa kaltŭng: Iron kwa hyŏnsil = Generational difference and conflict : theory and reality. Kyŏngnam Chinju-si: Kyŏngsang Taehakkyo Ch'ulp'anbu, 2017.

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Reddy, K. Sivasankara. Attitudinal differences between young and old: A study of generation gap. Tirupati: Sri Venkateswara University, 1988.

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Book chapters on the topic "Generational differences"

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Patterson, Constance Kindrick. "Generational Differences." In Encyclopedia of Cross-Cultural School Psychology, 477–78. Boston, MA: Springer US, 2010. http://dx.doi.org/10.1007/978-0-387-71799-9_181.

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Mandato, Kathleen. "Generational Differences in Training." In Healthcare Technology Training, 69–82. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-10322-3_6.

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Salvi, Sarah E., Daniel M. Ravid, and David P. Costanza. "Generational Differences and Generational Identity at Work." In Age and Work, 98–113. New York: Routledge, 2022. http://dx.doi.org/10.4324/9781003089674-8.

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Finneman, Teri. "Talkin' 'Bout My Generation: Understanding Generational Differences." In Cross-Cultural Journalism and Strategic Communication, 323–44. Second edition. | London ; New York : Routledge, 2019. | First edition published by Routledge 2016 under title: Cross-cultural journalism : communicating strategically about diversity.: Routledge, 2019. http://dx.doi.org/10.4324/9780429488412-13.

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Keenan, Alison C., Thomas G. Leffler, and Patrick H. McKenna. "Generational Differences and Resident Selection." In Surgeons as Educators, 189–98. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-64728-9_10.

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Boström, Ann-Kristin. "Generational Differences at the Workplace." In Human Resource Management: A Nordic Perspective, 128–39. Abingdon, Oxon; New York, NY: Routledge, 2019.: Routledge, 2018. http://dx.doi.org/10.4324/9780429489761-11.

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Festing, Marion, and Lynn Schäfer. "Talent Management and Generational Differences." In The Routledge Companion to Talent Management, 241–52. New York: Routledge, 2021. http://dx.doi.org/10.4324/9781315474687-19.

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Gardner, Dianne, and Keith Macky. "Generational Differences: Something Old, Something New." In Work and Quality of Life, 417–28. Dordrecht: Springer Netherlands, 2012. http://dx.doi.org/10.1007/978-94-007-4059-4_22.

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Yang, Chao. "Gendered and Generational Differences towards Relationships." In Television and Dating in Contemporary China, 115–46. Singapore: Springer Singapore, 2017. http://dx.doi.org/10.1007/978-981-10-3987-4_5.

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Grubbs, Joshua B., and Allison C. Riley. "Generational Differences in Narcissism and Narcissistic Traits." In Handbook of Trait Narcissism, 183–91. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-92171-6_20.

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Conference papers on the topic "Generational differences"

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Bowe, Brian J., and Donghee Yvette Wohn. "Are there generational differences?" In the 2015 International Conference. New York, New York, USA: ACM Press, 2015. http://dx.doi.org/10.1145/2789187.2789200.

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Heinzman, Joseph. "Generational Differences: Retaining Critical Skills." In SAE 2010 World Congress & Exhibition. 400 Commonwealth Drive, Warrendale, PA, United States: SAE International, 2010. http://dx.doi.org/10.4271/2010-01-0675.

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Merdenyan, Burak, and Helen Petrie. "Generational Differences in Password Management Behaviour." In Proceedings of the 32nd International BCS Human Computer Interaction Conference. BCS Learning & Development, 2018. http://dx.doi.org/10.14236/ewic/hci2018.60.

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Ludviga, Iveta, and Irina Sennikova. "Organisational change: generational differences in reaction and commitment." In Business and Management 2016. VGTU Technika, 2016. http://dx.doi.org/10.3846/bm.2016.10.

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Organizational acceptance of change and the willingness to embrace it is largely dependent on employees and their experiences – generations respond to change differently, especially when change is related to information technologies. The paper aims to explore how three major generations of employees – Baby Boomers, Xers and Millennials, react to change and how their commitment to change affect satisfaction and engagement. Data (N = 202) is collected through structured questionnaire and structural equation modelling technique is used for analysis. The results reveal what major differences between generations are in place. Recommendations for managing organisational change across the three generations are provided.
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Bucio García, Francisco Javier. "Tarascan dialectal and generational differences around aspirated stops." In 3rd Tutorial and Research Workshop on Experimental Linguistics. ExLing Society, 2019. http://dx.doi.org/10.36505/exling-2010/03/0017/000137.

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Fox, Robert Allen, and Ewa Jacewicz. "Dialect and generational differences in vowel space areas." In 3rd Tutorial and Research Workshop on Experimental Linguistics. ExLing Society, 2019. http://dx.doi.org/10.36505/exling-2010/03/0012/000132.

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Ardiansyah, Norse Indraswati, and Noviaty Kresna Darmasetiawan. "Psychological well-being and workplace relations gaps on generational differences." In Proceedings of the 16th International Symposium on Management (INSYMA 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/insyma-19.2019.24.

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Martin, Jennifer L., and Owen Peters. "Embracing the Generational Differences to “Bridge the Gap” in the Workplace." In 2019 IEEE IAS Electrical Safety Workshop (ESW). IEEE, 2019. http://dx.doi.org/10.1109/esw41045.2019.9024721.

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Yildiz, Muge Leyla, and Selay Giray Yakut. "GENERATIONAL DIFFERENCES IN CAREER EXPECTATIONS: AN EMPIRICAL STUDY AMONG TURKISH WORKERS." In 38th International Academic Conference, Prague. International Institute of Social and Economic Sciences, 2018. http://dx.doi.org/10.20472/iac.2018.038.045.

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Rafiki, Muhammad, and Yanki Hartijasti. "Generational Differences in Dimensions of Work Values of Indonesian Permanent Employees." In 7th Sriwijaya Economics, Accounting, and Business Conference (SEABC 2021). Paris, France: Atlantis Press, 2022. http://dx.doi.org/10.2991/aebmr.k.220304.039.

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Reports on the topic "Generational differences"

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Özek, Umut, and David Figlio. Cross-Generational Differences in Educational Outcomes in the Second Great Wave of Immigration. Cambridge, MA: National Bureau of Economic Research, May 2016. http://dx.doi.org/10.3386/w22262.

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Ferguson, Lauren. Examining Generational and Gender Differences in Parent-Young Adult Child Relationships During Co-residence. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.3024.

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

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Community and neighborhood organizations are in the process of renewing the organizational culture, considering technological environments in the way of training, and advancing communally, being competitive in adaptation and learning, creating new solutions, promoting change, and altering the status quo, based on the advancement of technology over the last few years, currently applied in most organizations. The decisive factor is the ability of true leaders to appropriate the Technological Acceptance Model –TAM– principles, participating in programs and projects, adopting new technologies from the different actors involved, contributing to the welfare of each community. There is, however, a relative resistance to the use of technology as support in community management, due to the generational differences in leaders and dignitaries, according to collected reports in this study, in relation to the age range of dignitaries –Generation X and Baby Boomers predominate–. They present a challenge to digital inclusion with difficulties related to age, cognitive, sensory, difficulty in developing skills, and abilities required in Digital Technologies, necessary to face new scenarios post-pandemic and, in general, the need to use technological facilities.
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Papí-Gálvez, Natalia, and Daniel La Parra-Casado. Informe 2022. Càtedra de Bretxa Digital Generacional. Les persones majors en l’era de la digitalització a la Comunitat Valenciana (Dades 2021). Càtedra de Bretxa Digital Generacional, 2022. http://dx.doi.org/10.14198/bua.2022.papi.infv.

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The Research Chair in the Generational Digital Divide undertakes activities aimed at furthering knowledge about the causes, consequences and solutions to the digital divides caused by age gaps. This report shows the research project carried out in 2021 to learn more about how the digital divide affects over 54s living in the Valencia Region, by province, with a focus on intergenerational relationships. To this end, an exploratory survey targeted at over 54s years old and over 39s years old in the Valencia Region, based on primary sources and combining quantitative and qualitative techniques, has been conducted. The data reveals that, while a large percentage of over 54s declare that they have access to and are users of new technologies, much remains to be done for access and usage to become universal, especially at older ages. The report analyses how technology is used, considering its purpose and context, according to age and other significant variables. Differences in technology usage have been found across age groups and between women and men. The report contains information on, among other relevant aspects, online services, and especially on e-banking, the healthcare system and e-administration. Differences between age groups have been found for all indicators, shedding light on intergenerational relationships within the family that are crucial for older people. The Research Chair is an initiative by the Valencia Region Government’s Directorate General for the Fight Against the Digital Divide and stems from the collaboration between the Regional Department for Innovation, Science, Universities and Digital Society and the University of Alicante.
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Papí-Gálvez, Natalia, and Daniel La Parra-Casado. Informe 2022. Cátedra de Brecha Digital Generacional. Las personas mayores en la era de la digitalización en la Comunidad Valenciana (datos 2021). Cátedra de Brecha Digital Generacional, 2022. http://dx.doi.org/10.14198/bua.2022.papi.infc.

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The Research Chair in the Generational Digital Divide undertakes activities aimed at furthering knowledge about the causes, consequences and solutions to the digital divides caused by age gaps. This report shows the research project carried out in 2021 to learn more about how the digital divide affects over 54s living in the Valencia Region, by province, with a focus on intergenerational relationships. To this end, an exploratory survey targeted at over 54s years old and over 39s years old in the Valencia Region, based on primary sources and combining quantitative and qualitative techniques, has been conducted. The data reveals that, while a large percentage of over 54s declare that they have access to and are users of new technologies, much remains to be done for access and usage to become universal, especially at older ages. The report analyses how technology is used, considering its purpose and context, according to age and other significant variables. Differences in technology usage have been found across age groups and between women and men. The report contains information on, among other relevant aspects, online services, and especially on e-banking, the healthcare system and e-administration. Differences between age groups have been found for all indicators, shedding light on intergenerational relationships within the family that are crucial for older people. The Research Chair is an initiative by the Valencia Region Government’s Directorate General for the Fight Against the Digital Divide and stems from the collaboration between the Regional Department for Innovation, Science, Universities and Digital Society and the University of Alicante.
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6

Herold, David M., Charles K. Parsons, and Roger B. Rensvold. Individual Differences in the Generation and Processing of Performance Feedback. Fort Belvoir, VA: Defense Technical Information Center, September 1995. http://dx.doi.org/10.21236/ada299049.

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Mishra, Bishnu P., and James M. Reecy. Generation of Bovine Genetic Markers by Representational Difference Analysis: a genome subtraction technique. Ames (Iowa): Iowa State University, January 2004. http://dx.doi.org/10.31274/ans_air-180814-457.

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Chen, D. W., and K. Masters. Continuous-Wave 4.3-mu Intracavity Difference Frequency Generation in an Optical Parametric Oscillator. Fort Belvoir, VA: Defense Technical Information Center, May 2001. http://dx.doi.org/10.21236/ada387606.

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9

Kawar, Mary. Gender and generation in household labor supply in Jordan [Arabic]. Population Council, 2000. http://dx.doi.org/10.31899/pgy2000.1002.

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This paper examines gender and age differences in the labor supply of households in Jordan, and the impact of young women’s employment on gender and generation relations. The objective of the study is to address the issues of gender and generation as factors influencing accessibility to labor markets, and to provide a broader understanding of female employment by exploring age-related factors. Empirically, the study looks at the disproportionate workforce participation of young urban single women in Amman, Jordan, and argues that this generation of working women is evidence of a new stage in the lives of Jordanian women: single employed adulthood. It looks at a specific “time” in the social and economic lives of households and individuals. Within this context, the paper constructs a profile of employment characteristics of adult household members to explore the intersecting influences of age and gender and the specific positions of young women. It then addresses how normative gender and generation hierarchies within households respond to these phenomena of young women’s work, their prolonged single status, and their expanding horizons.
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Kawar, Mary. Gender and generation in household labor supply in Jordan. Population Council, 2000. http://dx.doi.org/10.31899/pgy2000.1001.

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Abstract:
This paper examines gender and age differences in the labor supply of households in Jordan, and the impact of young women’s employment on gender and generation relations. The objective of the study is to address the issues of gender and generation as factors influencing accessibility to labor markets, and to provide a broader understanding of female employment by exploring age-related factors. Empirically, the study looks at the disproportionate workforce participation of young urban single women in Amman, Jordan, and argues that this generation of working women is evidence of a new stage in the lives of Jordanian women: single employed adulthood. It looks at a specific “time” in the social and economic lives of households and individuals. Within this context, the paper constructs a profile of employment characteristics of adult household members to explore the intersecting influences of age and gender and the specific positions of young women. It then addresses how normative gender and generation hierarchies within households respond to these phenomena of young women’s work, their prolonged single status, and their expanding horizons.
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