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Dissertations / Theses on the topic 'Generational differences in the workplace'

Author: Grafiati

Published: 14 December 2024

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1

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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2

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 enga

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3

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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<p> 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

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Ohmer, Whitney S. "Generational Differences in the Workplace: How Does Dissimilarity Affect the Different Generations in Relation to Work Teams?" Xavier University / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1421852575.

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5

Harber, Jeffery G. "Generations in the Workplace: Similarities and Differences." Digital Commons @ East Tennessee State University, 2011. https://dc.etsu.edu/etd/1255.

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Occurrences of four generations working side by side are not unusual. The four generations include Traditionalist, Baby Boomers, Generation X, and Generation Y. Members of each generation have views and opinions about their work ethic and their definition of loyalty to the organization. Hiring managers will need to know characteristics of each generation. This knowledge will enable the hiring managers to place the applicant in certain positions within their organizations. By matching applicants with the correct work positions, employees are able to use their skills and abilities to be producti

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6

Oakley, Florence. "Generational differences in the frequency and importance of meaningful work." Thesis, University of Canterbury. Department of Management, 2015. http://hdl.handle.net/10092/10931.

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This thesis aimed to investigate generational differences in the frequency and importance of meaningful work in employees based on the 7 facets of the Map of Meaning. Hypotheses were tested through Analysis of Variance of secondary data. 395 participants self-reported levels of meaningful work on the Comprehensive Meaningful Work Scale. Results indicated that Generation Y had significantly lower levels of meaningful work. Generation Y had significantly lower levels of Unity (importance), Serving (frequency and importance), Expressing full potential (frequency), Reality (frequency and importanc

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7

com, easther@telstra, and Eng Choo Elaine Teh. "Intergenerational tension in the workplace : a multi-disciplinary and factor analytic approach to the development of an instrument to measure generational differences in organisations." Murdoch University, 2002. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20051216.144720.

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An ageing population is changing the nature of the workplace, one outcome of which is an increase in the proportion of older workers. Unlike older workers of some twenty or so years ago, today's older workers plan to stay at work longer than at first anticipated. However, as many older workers have found, their intended and continued presence in the workplace is not always appreciated. As such, they are subject to subtle and not so subtle forms of discrimination associated with ageist practices, or ageism, and negative perceptions regarding their ability to compete on equal terms with younger

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Ransom, Terrence S. "Multigenerational Financial Values: Differences Between Leaders in the Workplace." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4168.

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Company leaders in the workplace represent all generations with diverse values, and those values influence their financial decisions in the workplace. The problem is that multigenerational company leaders and their employees possess different values from one another, which in turn creates different financial priorities for the company. The purpose of this qualitative study was to gain a better understanding of how the financial values of company leaders from different generations are developed, and how those values influence their financial decisions in the workplace. The key research question

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9

Teh, Eng Choo Elaine. "Intergenerational tension in the workplace: A multi-disciplinary and factor analytic approach to the development of an instrument to measure generational differences in organisations." Thesis, Teh, Eng Choo Elaine (2002) Intergenerational tension in the workplace: A multi-disciplinary and factor analytic approach to the development of an instrument to measure generational differences in organisations. PhD thesis, Murdoch University, 2002. https://researchrepository.murdoch.edu.au/id/eprint/341/.

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An ageing population is changing the nature of the workplace, one outcome of which is an increase in the proportion of older workers. Unlike older workers of some twenty or so years ago, today's older workers plan to stay at work longer than at first anticipated. However, as many older workers have found, their intended and continued presence in the workplace is not always appreciated. As such, they are subject to subtle and not so subtle forms of discrimination associated with ageist practices, or ageism, and negative perceptions regarding their ability to compete on equal terms with younger

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10

Teh, Eng Choo Elaine. "Intergenerational tension in the workplace : a multi-disciplinary and factor analytic approach to the development of an instrument to measure generational differences in organisations /." Teh, Eng Choo Elaine (2002) Intergenerational tension in the workplace: a multi-disciplinary and factor analytic approach to the development of an instrument to measure generational differences in organisations. PhD thesis, Murdoch University, 2002. http://researchrepository.murdoch.edu.au/341/.

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An ageing population is changing the nature of the workplace, one outcome of which is an increase in the proportion of older workers. Unlike older workers of some twenty or so years ago, today's older workers plan to stay at work longer than at first anticipated. However, as many older workers have found, their intended and continued presence in the workplace is not always appreciated. As such, they are subject to subtle and not so subtle forms of discrimination associated with ageist practices, or ageism, and negative perceptions regarding their ability to compete on equal terms with younger

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11

Zhang, Xiaoying. "Mental violence and Chinese new educated youth : a study of workplace conflict in modern China." Thesis, Loughborough University, 2012. https://dspace.lboro.ac.uk/2134/10104.

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Mental Violence in present study is similar to a western concept, bullying. But is has its characteristics, forms and causes in Chinese workplace. It is a form of indirect interpersonal aggression and identified through the perceptions of its receivers. It does not involving touching receivers physically but is psychologically damaging. It exists between individuals of equal status, such as colleagues. Moreover, it is a two-way phenomenon, which could be reversible. Mental Violence may be the result of a conflict of values. It is particularly evident among the Chinese New Educated Youth. Chine

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12

Sayers, Roslyn, and roslyn sayers@rmit edu au. "Australia's Changing Workplace: A Generational Perspective." RMIT University. Economics, Finance and Marketing, 2006. http://adt.lib.rmit.edu.au/adt/public/adt-VIT20070122.102821.

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This research investigates generational differences in Australian workers. In particular it focuses on changing trends and influences in the workplace and how different generations view and deal with these changes. The study focuses on Baby Boomers (born 1945-1963), Generation X (born 1964-1977) and Generation Y (born 1978 - 1994) across four industry sectors: Corporate, Education, Government and Not for Profit. The Australian workforce currently consists of four generations - all having distinct characteristics, working styles, needs and expectations. These differences pose chal

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13

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 t

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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<br>Bachelors<br>Arts and Sciences<br>Psychology

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Bober, Amy L. "A renewed focus on generational issues in the workplace." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 2005. http://www.kutztown.edu/library/services/remote_access.asp.

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Thesis (M.P.A. )--Kutztown University of Pennsylvania, 2005.<br>Source: Masters Abstracts International, Volume: 45-06, page: 2932. Typescript. Abstract precedes thesis as 2 preliminary leaves (iii-iv). Includes bibliographical references ( leaves 91-93 ).

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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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17

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 addre

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18

Brinck, Olivia, and Hanna Larsson. "WORKPLACE VALUES, SUSTAINABLE EMPLOYMENT AND TURNOVER INTENTION: A GENERATIONAL PERSPECTIVE." Thesis, Umeå universitet, Institutionen för psykologi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-159430.

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What makes a person willing to leave their job? What makes an employment sustainable?Research have been conducted to explain employee turnover based on three different aspects; a person’s intent to leave, company failure to satisfy the employee’s expectations of the work and sustainable employment. This thesis aimed to investigate work values, employee turnover intention and sustainable employment among the Millennial generation at Company X, a Swedish company working with logistics (n = 59). The millennial generation in this study were defined as people born between 1979-1994. The participant

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19

Brooks-Harris, Nathasha Anita. "Generational Communications In The New York City Public Sector Workplace." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3388.

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Walden University College of Social and Behavioral Sciences This is to certify that the doctoral dissertation by Nathasha Brooks-Harris has been found to be complete and satisfactory in all respects, and that any and all revisions required by the review committee have been made. Review Committee Dr. Mark Gordon, Committee Chairperson, Public Policy and Administration Faculty Dr. Michael Knight, Committee Member, Public Policy and Administration Faculty Dr. Michael Brewer, University Reviewer, Public Policy and Administration Faculty Chief Academic Officer Eric Riedel, Ph.D. Walden University 2

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Brown-Crowder, Rhonda Rochelle. "Work Motivation Theory: Identifying Multi-Generational Values in the Workplace." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4043.

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The workforce is diverse on gender, race, ethnicity, culture, work styles, and age. Employees from different generations have varying expectations of what they value from the workplace and therefore approach work differently. Generational differences can lead to mistrust and communication breakdowns. They can also impact job satisfaction and productivity. The Generational Cohort Theory was utilized in this nonexperimental study, and the sample was recruited from CB Richard Ellis Real Estate Group. The purpose of this study was to determine the work values differences among the 4 generational c

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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

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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 diffe

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Simmons, Lesly. "Common sense, social networks and the workplace the generational divide explored /." Connect to Electronic Thesis (CONTENTdm), 2009. http://worldcat.org/oclc/501170920/viewonline.

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Pettyjohn, Samuel, Manul Awasthi, Kelly Foster, and Joseph Baker. "Generational Differences in Support for Syringe Service Programs in Tennessee." Digital Commons @ East Tennessee State University, 2019. https://dc.etsu.edu/asrf/2019/schedule/24.

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People who inject drugs (PWIDs) are the most stigmatized and marginalized people in the general population (Ahern, Stuber, & Galea, 2007; Birtel, Wood, & Kempa, 2017). This group is not easily accessed by typical means of patient outreach and is one of the most underserved populations for primary care, mental health services, and care for chronic infectious diseases associated with injection drug use including HIV and HCV (Ahern et al., 2007; Dean et al., 2000; Livingston, Milne, Fang, & Amari, 2012; Zeremski et al., 2013). Syringe Service Programs (SSPs) can give public health and social supp

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Chen, Danxia. "Eastern Work Ethic: Structural Validity, Measurement Invariance, and Generational Differences." Thesis, University of North Texas, 2014. https://digital.library.unt.edu/ark:/67531/metadc500082/.

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This present study examined the structural validity of a Chinese version of Multidimensional Work Ethic Profile (MWEP-C), using a large sample of Chinese parents and their young adult children (N = 1047). Confirmatory factor analysis (CFA) was applied to evaluate the model fit of sample data on three competing models using two randomly split stratified subsamples. Measurement invariance for these two generational respondents was checked using differential item functioning (DIF) analysis. The results indicated that MWEP-C provided a reasonable fit for the sample data and the majority of survey

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Akwuole, Peter C. "Generational Age Differences and Employee Motivation in the Public Sector." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3739.

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Motivation is rarely used as a diversity management strategy, and as a result, little academic research explores the relationship between generational age differences and motivation in public sector management. Using Deci's intrinsic and extrinsic motivation theory as the foundation, the purpose of this correlational design study was to evaluate the relationship between generational age differences and employee motivation in a Maryland government agency. Data were collected through an online survey using the Work Preference Inventory from 35 of the agency's 5585 employees, born between 1946 an

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Hanscome, Lynda. "Gender differences in perceptions of workplace roles." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp04/mq23805.pdf.

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Zhou, Zhiqing. "Gender Differences in Subtypes of Workplace Aggression." Scholar Commons, 2012. http://scholarcommons.usf.edu/etd/4423.

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The purpose of the current study was to categorize workplace aggression into nine subtypes based on human aggression and workplace aggression literature, and to examine gender differences in engaging in these subtypes of workplace aggression. Data collected from 366 employed students showed that a significant gender difference was found only in direct workplace aggression and there were no gender differences in the other eight workplace aggression subtypes; verbal, direct, and passive workplace aggression was more frequently used than physical, indirect and active workplace aggression, respect

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Tunc, Ayca. "Diasporic cinema : Turkish-German filmakers with particular emphasis on generational differences." Thesis, Royal Holloway, University of London, 2011. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.538775.

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Herbst, Emily. "The Likelihood of Gang Membership: Immigrant Generational Differences among Hispanic Youth." Bowling Green State University / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1377696883.

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31

Khosravi, Jasmine Yasi. "Generational Differences in Work-Family Balance: A Quantitative and Qualitative Assessment." Bowling Green State University / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1401394555.

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32

Krenz, Scott, and Paul Stenger. "Managing Generations of Individuals : A Study of Generations, Work Values, and Their Relevance in Management Strategy in Engineering Consulting." Thesis, Högskolan i Jönköping, Internationella Handelshögskolan, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-30550.

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With up to four generations working together in today’s workforce, research suggests that managers may feel overwhelmed at the idea of strategically managing the diversity of work values amongst their teams. Many studies suggest practical implications for managing a generationally diverse work force, however strong opposition does exist questioning the impact that generation alone has on work values and management strategy. There exists a lack of research studying how managers themselves perceive these conclusions regarding generational differences in work values, and their effect on how they

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Cammarata, Samantha. "Generational differences in South African women’s leadership approach : a life history investigation." Diss., University of Pretoria, 2013. http://hdl.handle.net/2263/31621.

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Recent literature shows an increased interest in generational differences among the workforce, particularly in Western societies. This has coincided with a focus on the role of women as successful leaders in the workplace. Despite this, the exploration and understanding of generational differences amongst female leaders in organisations has received limited attention, particularly in the South African context. The main purpose of the study was therefore to explore whether generational differences among women have an influence on how they approach leadership roles in a South African context. Th

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Jones, April Lavette. "Generational Cohort Differences in Types of Organizational Commitment Among Nurses in Alabama." ScholarWorks, 2011. https://scholarworks.waldenu.edu/dissertations/1172.

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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 addre

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Jones, Joyce Moses. "Generational Differences among Social Security Administration Employees and Their Perception of Value." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2988.

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Social Security Administration (SSA) managers and leaders are facing an unprecedented challenge to understand 3 to 5 generations of employees, and value the diversity of each group (Glass, 2007). Perceived lack of recognition has resulted in low morale and job satisfaction, leaving employees not feeling valued. The purpose of this qualitative, phenomenological research study was to explore, identify, and examine the lived experiences and perceptions of SSA employees to determine how managers and leaders can contribute to employee valuation. The central question and subquestions were designed t

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Yassa-Lopez, Nadya Yvonee. "Generational Differences in the Level of Commitment in the U.S. Marine Corps." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6156.

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Generational differences directly impact the culture and discipline in the U.S. Marine Corps. Previous research suggests that Generation Y's characteristics do not align with traditional military service. The specific problem is that there is a gap in the research and scholarly literature on the level of commitment of Generation Y compared to Generation X Marines. The purpose of this nonexperimental, quantitative study was to examine the influence on Marine Corps culture due to the level of commitment of active duty, enlisted Generation Y Marines compared to active duty, enlisted Generation X

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Toker, Yonca. "Individual Differences Factors Affecting Workplace Sexual Harassment Perceptions." Master's thesis, METU, 2003. http://etd.lib.metu.edu.tr/upload/3/1081181/index.pdf.

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The main purpose of the present study was to investigate the effects of individual differences on Sexual Harassment (SH) perceptions at the workplace. Specifically, the effects of attitudes toward women&amp<br>#8217<br>s gender roles and personality attributes (i.e., self-esteem and emotional affectivity) on SH perceptions were examined. Another purpose of the study was to explore the stereotype domains of sexual harassers and to compare it with those of managers. A preliminary study was conducted by interviewing 56 Turkish working women. Based on the content analyses of the responses, a meas

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Robinson, Johnny A. "The Generational Shift: an Exploration of Leadership Behaviors of Senior Student Affairs Officers Through a Generational Lens." Thesis, University of North Texas, 2015. https://digital.library.unt.edu/ark:/67531/metadc804938/.

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The purpose of this quantitative study was to identify and compare differences in leadership behaviors of senior student affairs officers (SSAOs) based on their generational cohort (Baby Boomer, Generation X, Millennial). The Multifactor Leadership Questionnaire (MLQ) was used to measure nine leadership behaviors and three leadership outcomes. Surveys were administered electronically to 3,361 individuals identified as a chief student affairs officer or director of student affairs in the Higher Education Online Directory (2014). The 449 respondents included 246 Baby Boomers, 192 Generation Xer

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Phillips, Lisa. "Staff retention and generational diversity : workplace characteristics that predict affective commitment and turnover intentions /." [St. Lucia, Qld.], 2007. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe20085.pdf.

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Arroyo, Yamarie. "A Descriptive and Correlational Study Between Employees' Level of Workplace Engagement and Generational Consideration." Thesis, University of Phoenix, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3583318.

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<p> The purpose of the present quantitative descriptive, correlational study was to determine whether and to what degree a relationship existed between generational shifting at the workplace and the level of work engagement. Generations included in the study were Baby Boomers, Generation X, and Generation Y. The study also served to determine the relationship, between the employee motivations towards work and generational cohort, and the relationship between motivation sources and employee engagement. The study findings revealed that work engagement levels did not relate to generational cohort

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Heizman, Karen Elizabeth. "The Effect of Workplace Characteristics on Millennial Worker Organizational Commitment." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6215.

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Existing research on the Millennial generation has focused on identifying the workplace attributions and stereotypes between generations, and the relationship between those attributions and stereotypes, as related to organizational commitment. However, research has not addressed which workplace characteristics influence organizational commitment of the Millennial generation. Herzberg's 2-factor theory was used to investigate the relationship between workplace characteristics and organizational commitment of the Millennial generation. The purpose of this quantitative study was to determine whet

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Paniale, Lisa. "An Analysis of Generational Differences and Their Effects on Schools and Student Performance." Doctoral diss., University of Central Florida, 2013. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/5685.

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This study examined the effects of generational differences on student achievement of students in Brevard Public Schools, Brevard County, Florida. The independent variable was the generational cohorts (Traditionalist, Baby Boomer, Generation X, and Millennials). The dependent variable was the factors of job satisfaction, organizational commitment, and work motivation. A second dependent variable was Value-Added Measure (VAM) scores calculated by the Department of Education for the state of Florida for each teacher of grades K-12. These VAM scores were derived from the Florida Comprehensive

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Chen, Andy Jung-Yi. "Generational Differences in Leadership and Conflict Style Preferences within Family Businesses in Taiwan." NSUWorks, 2009. http://nsuworks.nova.edu/hsbe_etd/18.

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The results of this study indicate that the Taiwan managers have a fairly high level of consistency in their preference for both a predominant leadership and conflict resolution style. They prefer a participative style of leadership and an introspective/observant style of conflict resolutions. In addition, the owner/managers studied had a good sense of the reality of their perceptions of their own leadership style. Both of these findings are consistent with what might be expected from Chinese and Confusion Philosophy. However, there the strength of these preferences is not as strong in the you

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Unison-Pace, Wendy J. "Investigating generational differences of perceived uncivilized behaviors between students and faculty in nursing education." Thesis, Capella University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=3745096.

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<p> This quantitative study, completed in a mid-Atlantic coastal state, examined generational differences in nursing education related to perceptions of incivility. For this study, the Incivility in Nursing Education-Revised (INE-R) survey was administered to determine the behaviors nursing students and nursing faculty identified as being uncivil in nursing education and to determine participants’ generational cohorts. Participants’ generations were identified by birth year, allowing participants to be placed in a precise generational cohort without regard to those born on the cusp

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Skrybka, Anna. "Generational Differences in the Workplace:The Influence of Debt on Work Values and Job Satisfaction." Cleveland State University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=csu1533416949144739.

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Ferguson, Lauren Elizabeth. "Examining Generational and Gender Differences in Parent-Young Adult Child Relationships During Co-residence." PDXScholar, 2016. http://pdxscholar.library.pdx.edu/open_access_etds/3029.

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Young adults of the twenty-first century face a long path to adulthood marked by uncertainty and lack of stability. In response, young adults are heading back to or failing to leave their family homes in higher numbers than generations before (Jacobsen and Mather 2011; Qian 2012). These macro-level trends bring about questions about their impact on family relationships as well as how these relationships have evolved over time. My thesis investigates parent-child relationships during co-residence with a specific focus on generation and gender differences. Through secondary data analysis of the

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Zink, James Lynd. "Reactive behavioral patterns, generational differences and retention in online career and technical education students." [Pensacola, Fla.] : University of West Florida, 2009. http://purl.fcla.edu/fcla/etd/WFE0000165.

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Thesis (Ed.D.)--University of West Florida, 2009.<br>Submitted to the Dept. of Professional and Community Leadership. Title from title page of source document. Document formatted into pages; contains 121 pages. Includes bibliographical references.

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48

Greco, Lindsey. "Gender Differences in Perceived Costs and Benefits of Workplace Mistreatment." TopSCHOLAR®, 2011. http://digitalcommons.wku.edu/theses/1043.

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Workplace mistreatment, in the form of both incivility and aggression, can have a major impact on personal and organizational outcomes. The purpose of this study was to examine the mental judgments that individuals make before engaging in either uncivil or aggressive behavior. Data was analyzed in terms of both the potential costs and the potential benefits that an instigator could expect from engaging in such behavior, with specific emphasis on gender differences in cost/benefit expectations. There were no significant gender differences in either the perceived costs or the perceived benefits

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49

Choi, Minyoung. "Les défis de l’adaptation des expatriés français installés en Corée du Sud face aux changements socioculturels." Electronic Thesis or Diss., Université Gustave Eiffel, 2024. http://www.theses.fr/2024UEFL2035.

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Nous cherchons à identifier les défis des expatriés français installés en Corée du Sud face aux spécificités de la culture locale coréenne, et en particulier aux nouvelles normes d'aujourd'hui dans le monde du travail insufflées par les changements sociaux actuels et la jeune génération en Corée. La Corée présente des singularités fortes pour les expatriés français installés en Corée, et l'un des grands défis consiste à considérer la culture locale et à s'y adapter. Cette thèse vise essentiellement à comprendre l'influence de la culture coréenne sur l'adaptation des expatriés français en conte

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Noland, Jodi C. "Generational Differences in Emotional Labor in Nurses: The Impact on Depressed Mood and Turnover Intentions." University of Akron / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=akron1590230182736092.

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