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Dissertations / Theses on the topic 'Generational differences'

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Published: 4 June 2021
Last updated: 26 January 2023

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1

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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3

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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5

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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6

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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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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12

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 importance) and Inspiration (frequency). Significant differences occurred mainly between Generation Y and Baby boomers, with some significant differences between Generation Y and Generation X and no significant differences between Generation X and Baby boomers. Results showed that overall frequency and importance levels were significantly lower for Generation Y. Overall frequency levels were lower than overall importance levels, which suggests that employees’ desire for meaningful work may not be satisfied. In light of this evidence, it is suggested that to improve organisational outcomes such as engagement, retention and performance, managers should provide opportunities for employees to engage in meaningful work with particular focus on Generation Y. Employees themselves should take responsibility to find meaning in their own work and life because engagement in meaningful activities can lead to satisfaction, belonging, fulfilment and a better understanding of one’s purpose in life.
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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 support organizations and agencies access to an otherwise underserved population and give PWID potential access to a constellation of care to address multiple comorbidities associated with injection drug use (Barocas et al., 2014; Pollack, Khoshnood, Blankenship, & Altice, 2002; Zeremski et al., 2013). Additionally, the potential access to primary and secondary care that SSPs may connect PWID to, perceived social support is one of the strongest predictors of well-being and mental health among people with stigmatized conditions including HIV/AIDS, HCV, and PWID (Birtel et al., 2017). Wider adoption of SSPs and bridging of SSP clients to Medication Assisted Treatment providers is a potential tool in combating the current opioid epidemic in Tennessee. The Tennessee Poll by ETSU was conducted between March and April of 2017. The Tennessee Poll is an annual statewide public opinion poll conducted by the Applied Social Research Lab (ASRL). In the Tennessee Poll, questions were asked about attitudes and beliefs associated with SSPs and PWID in Tennessee. In a previous project, the research team, using generational demographic categories used in Pew surveys, looked at attitudes about both illicit and medical use of marijuana. In comparison of generations, Millennials were 15.62 times (95% CI 5.6, 43.56, p < .001) more likely to support recreational marijuana legalization versus the reference category (The Silent Generation or the generation before Baby boomers and sometimes called “The Greatest Generation”) and 3.7 times (95% CI 1.47, 9.3, p
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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 items produced similar item-level responses for individuals that do not differ on the attributes of work ethic across these two generations. DIF items were detected based on advanced and successive iterations. Monte Carlo simulations were also conducted for creating threshold values and for chi-square probabilities based on 1,000 replications. After identifying the DIF items, model fit improved and generational differences and similarities in work ethic between parents and their young adult children were also identified. The results suggested that the younger Chinese generations have higher work ethic mean scores on the dimensions of work centrality and morality/ethics while they have similarities on time concept, self-reliance, delay of gratification, and hard work as their parents.
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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 and 2000. Data were analyzed using one-way analysis of variance with post-hoc tests to assess the relationship between the intrinsic and extrinsic motivations of Baby Boomers, Generation X, and Generation Y. Findings of the ANOVA revealed that there were no statistically significant associations between the 3 generational cohorts regarding intrinsic or extrinsic motivations suggesting that there are no differences among the 3 generations in terms of preferences. However, an analysis of correlations between intrinsic and extrinsic motivations for both Baby Boomers and Generation X were strongly positive at r = .862 and .602 respectively, but strongly negative for Generation Y at r = -0.856. One of the social change implications stemming from this study is the recommendation for public organizations to explore a blend of intrinsic and extrinsic motivations to attract and enhance the longevity of members of each generational group in the public sector. This provides a more balanced and cost effective approach in sustaining generational diversity in the sector through employee motivation. This will benefit the general public because they could receive efficient services offered with minimal personnel cost.
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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 should manage their teams, an intriguing scenario, as it is them whom the conclusions have been derived for. As such the purpose of this study was to be one of the first to determine the degree to which practicing managers acknowledge common conclusions pertaining to the effect an employee’s generation has on their work values, and it’s relevance in management strategy.   The research followed a deductive approach as existing theories and conclusions were tested with the perceptions of practicing managers. A qualitative design allowed for the researchers to engage with respondents in a way that is not possible through a quantitative survey, avoiding the potential overgeneralizations already perceived by some to be abundant in the field. 11 experienced respondents from a single company within the engineering consultancy industry were interviewed addressing three research questions.   Results of the study revealed that practicing managers do recognize work value differences between generations, showing consistencies with existing research however with some deviations in certain work values.  Analysis of results revealed that generation was not the only contributing factor in these differences. Factors such as age, life stage and career stage, as well as industry trends were also revealed to be factors. Generation was not found to be an important influence on an employee’s individual work values compared to individual traits such as one’s personal upbringing, as well as other external, and dynamic factors. Generation was also not an important consideration when creating project teams. As such, understanding employees as individuals was regarded as more relevant than generation in the context of management strategy. Two preliminary models were developed to illustrate the theories and were updated reflecting the results of the analysis.   The study added to the existing body of knowledge by gaining insight on the idea of generational work value differences from a unique perspective by employing a different methodology than commonly seen in the area.
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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. The study also sought to examine whether there are differences in gender identity across the generations as a result of socialisation. The study adopted a qualitative, life histories methodological approach to address the research purposes. Semi structured interviews were conducted with nine South African women in leadership positions from both the Baby Boomer and Generation X generational cohorts. The two generational cohorts were selected as they make up the majority of the current workforce while also being more likely, due to their age, of occupying leadership positions. The interviews were recorded and transcribed, and were imported into Atlas.ti for data analysis. The findings indicated that mothers played a dominant role in the socialisation of women, while fathers were significantly less present in the women’s stories. In terms of the effect of socialisation on career and leadership expectations, Baby Boomers were taught that they should be ‘stay-at-home-mothers’ and after having raised their children could then begin their careers. Generation X believed that they could be career women just as easily as ‘stay-at-home-mothers’. Despite both generations favouring a transformational approach to leadership, each generation differed in the way it practiced leadership. Baby Boomers led in a shared, structured and empowering manner, whereas Generation Xs focused on being attentive, unlocking potential, identifying talents of followers, and assisting in the growth and development of followers within their leadership approach.
Dissertation (MCom)--University of Pretoria, 2013.
Human Resource Management
unrestricted
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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 Assessment Test (FCAT) Reading and Math Developmental Scale scores to show a teacher's effect on student achievement. A convenience sample of teachers was surveyed from the population of all Brevard Public Schools teachers, and respondents' VAM scores were analyzed for differences in the means. Findings showed that there was a statistically significant difference in job satisfaction among the generational cohorts based on the benefits factor. Baby Boomers found benefits to be a more important aspect of job satisfaction than did Millennials. There was also a statistically significant difference in organizational commitment among the generational cohorts based on career at current school. Baby Boomers found spending the rest of their career at their current school significantly more important than did Millennials. There was no statistically significant difference among the generational cohorts in work motivation or means of VAM scores. Recommendations were made for future studies that generalize the finding to other counties in Florida, other states, and other countries. The possibility of generational impact being a cultural experience would be addressed. Another possible future study included examining individuals within a single generational cohort. Gender considerations are one area for study. Furthermore, it is recommended that future studies move beyond one timeframe for gathering data. A longitudinal study of the same people within a generation from the beginning of their career to the end to determine if values change due to aging and gaining experience as compared to belonging to a generation should be conducted.
Ed.D.
Doctorate
Teaching, Learning, and Leadership
Education and Human Performance
Educational Leadership; Previous Leadership Certificate
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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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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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El, Chababi Maria. "Are They Really Different? The Entrepreneurial Processes from the Perspective of Different Generations of Immigrant Entrepreneurs." Thesis, Université d'Ottawa / University of Ottawa, 2014. http://hdl.handle.net/10393/31692.

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Immigrant entrepreneurship is defined as business establishment and ownership among immigrants who arrive to a new host country. Immigrant entrepreneurship has become an important theme due to the increasing rates of immigration to developed countries, and its impact on their economic development. However it is also discredited and qualified as low value-added, rarely innovative, restricted to the ethnic communities and with stagnating growth potential. Following this debate, a new research stream affirms that immigrants should not be treated as one entity. Thus attention is shifting towards groups of immigrant entrepreneurs that were previously neglected in the literature. One such group consists of the second generation children of immigrants. Work to date provides ample investigation about immigrant entrepreneurs and their entrepreneurial process; however there is less research on similarities and differences in the entrepreneurial process experienced by first and second generation immigrant entrepreneurs. Despite some recent research on second generation immigrant entrepreneurs, this topic remains understudied. The objective of this study is to understand, from a multi-level perspective, how different generations of immigrant entrepreneurs experience the entrepreneurial process. Using a grounded theory approach and qualitative in-depth interviews, the findings indicate that first and second generation immigrant entrepreneurs experience the entrepreneurial process differently by facing different micro and macro level enablers and obstacles. They also recognize, evaluate and exploit opportunities differently. The extent to which they are embedded in specific environments affects their entrepreneurial experiences.
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DeBelle, Alan. "Generational differences in motivation for learning an ethnographic research project on the differences between learning styles and motivations to learn based on generation /." [Denver, Colo.] : Regis University, 2008. http://165.236.235.140/lib/ADeBelle2009.pdf.

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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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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 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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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 to determine whether generational theory accurately described the lived experiences and perceptions of the subjects' value to the organization. Data collection included in-depth interviews with 15 employees of SSA, 5 from each of the most represented generational groups: Baby Boomers, Generation Xs, and Generation Ys. Key findings of a thematic analysis were that employees of differing generations feel valued in different ways. It was found that appreciation for each generation should be shown in a way that is meaningful to that generation, and does not reflect discrimination of another group. The results of this study contribute to positive social change by clarifying the relationship between generational differences and perception of value and provides specific recommendations to SSA managers and leaders. This guidance is an important contribution to the existing literature and will enhance social change initiatives through valuing all employees for the skills and talents they bring to the organization irrespective of age.
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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 Marines. The theoretical frameworks for this study were the theory of generations and the organizational culture theory. The central research question was focused on the influence of Generation Y's experiences, ideas, and opinions on Marine Corps culture. In order for Marine Corps leaders to be effective, they need a better understanding of the people who work for them. This quantitative, cross-sectional survey study used a sample of 264 active duty, enlisted Marines from the 1st Marine Logistics Group in Southern California. The t tests revealed that Generation X has a higher level of commitment than Generation Y. However, the t tests also revealed that Generation Y's commitment profile indicates that the generation continues to serve because they want to or desire to remain in the Marine Corps. Lastly, multiple linear regression analysis revealed that each type of commitment was affected differently by the independent variables (age, gender, generation, and pay grade). The results provide the Marine Corps with a better understanding of generational issues. The positive social change from this research is the ability to sustain an essential and successful military culture and as a consequence, to improve the combat capability of the Marine Corps and the Department of Defense.
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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 Xers, and 11 Millennials. Due to an uneven sample size, the Millennial group was removed from the data analysis. The total respondents consisted of 215 male and 219 female SSAOs with 260 employed at four-year private institutions and 170 employed at four-year public institutions. A MANOVA was utilized to determine whether or not statistical differences existed between the nine dependent variables (leadership behaviors) and independent group variables (generational group). The findings showed that whereas Generation X SSAOs exhibited more transactional leadership behaviors, Baby Boomer SSAOs were more transformational. The results of this study have implications for the field of student affairs in that research and practice support the need for more transformational leaders in senior administrative positions in higher education. If Generation X SSAOs who represent the next generation of administrators are more transactional in their leadership, college presidents and professional associations may need to develop a new, more transformational generation of SSAOs to replace Baby Boomers as they retire.
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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 younger employees indicating a real generational shift in preferred styles. This is particularly clear in terms of the conflict style where there was an increased preference for a more assertive style or Western style of conflict resolution in younger employees. In addition, there was a clear difference in preferred approach to leadership when leadership was looked at from the transformational/transactional theory approach to leadership. The older manager/owners preferred a transactional leadership approach which is more in line with the paternalistic nature of Chinese management. The traditional Chinese approach to management would have predicted that the transactional leadership approach would dominate. The results of this study supported this expectation but only for the older group and not the younger group. The younger group preferred the transformational approach to leadership which may be argued to be closer to modern Western approaches to leadership. One other finding of particular note was that while the relative strength of conflict and leadership style preferences varied slightly, the generational differences were consistent regardless of whether the intergenerational differences were measured inside the same company or across a variety of companies and the groups of older and younger managers/owners were related by organizational membership or completely independent of each other. The results of this study provide additional insights into the role of preferred leadership and conflict styles within organizations in Taiwan.
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Garrigue, Marie. "Leader Developmental Readiness of Generation Y in the Training Industry." Thesis, University of North Texas, 2012. https://digital.library.unt.edu/ark:/67531/metadc271816/.

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Members of Generation Y in the training and development industry will be required to assume leadership roles as Baby Boomers retire, yet little empirical research exists regarding how best to prepare them for leadership. The purpose of this study was to examine differences in leader developmental readiness between generational cohorts in the training industry, specifically Baby Boomers, Generation X, and Generation Y. Leader developmental readiness provided a definition of developmental readiness for leaders using the five constructs (learning goal orientation, developmental efficacy, self-awareness, leader complexity, and metacognitive ability). A volunteer sample was compiled from members of the ASTD National LinkedIN group (n = 636). Results were analyzed using structured means analysis with maximum likelihood (ML) estimation. Generational cohorts demonstrated differences in leader developmental readiness. Baby Boomers indicated statistically and practically higher metacognitive ability and developmental efficacy than Generation Y. Results demonstrated statistically and practically higher leader complexity in Generation Y and both Generation X and Baby Boomers. These results should inform leader development practitioners as they continue to use existing methods in preparing the different generations for leader development interventions while pointing to possible needs to increase the metacognitive ability and developmental efficacy in Generation Y and ensure accurate perception of leader complexity in those individuals. Further research would be helpful to confirm or refute findings and expand on the target population for enhanced generalizability.
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Stevenor, Brent A. "Culture Shift: Values of Generation X and Millennial Employees." Cleveland State University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=csu1560502107953501.

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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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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 of a generation. Social exchange theory guided this study. This theory explains human behavior in terms of an exchange of mutually similar behaviors based on perceptions of personal, cultural, and environmental life experiences that occurred during an individual’s generation. Findings indicate factors differed among the generational cohorts, particularly between millennials and other generations. No significant difference was found between nursing faculty and nursing students’ perceptions of what was considered uncivilized behaviors. Implications for nursing educators are discussed and suggestions for future research identified. Learning the extent to which incivility is perceived differently by nursing faculty and students based on specific generational issues of each cohort could be used to conduct further research in nursing education.

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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 National Survey of Families and Households, I explore how parent-child relationships during co-residence differ between parents of Generation Xer young adults (born between 1965-1980) and Millennial young adults (born between 1981-1996). Additionally, I examine gender differences between these two generational cohorts. My findings offer support that intergenerational relationships are not necessary closer, but look different for parents of Millennials as compared to Generation Xers. I also find that there are significant gender differences between mothers and fathers of Generation Xers versus those of Millennials. I find that mothers of Generation Xers report more time shared with co-residing young adults and increased frequency of perceived emotional support from their child than fathers; yet, fathers of Millennials report more perceived support than mothers. I suggest these findings offer support for the notion that gendered roles play out into young adulthood and potentially have more flexibility for fathers across time. As the economic and social landscape continues to change and present more uncertainty, family relationships become a form of social security; thus it becomes increasingly important to understand these dynamics. My findings are significant as they contribute to a better understanding of parent-child relationships over time and offer discussion on the potential implications.
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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.
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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Misdi, Masita. "Multigenerational Perspectives on Job Satisfaction among Hotel Employees." OpenSIUC, 2019. https://opensiuc.lib.siu.edu/dissertations/1758.

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Previous research has shown that job satisfaction contributed to better employee engagement and intention to stay in organizations. Hotel employees who are satisfied with their job pursue their job tasks in a quality manner which possibly will establish competitive advantage for hotel organizations. This study extended the prior work of intrinsic motivation from the job itself based on Job Characteristics Model by examining: (1) the differences in job satisfaction of chain hotel employees from three generations; Baby Boomers, Generation X, and Millennials, and (2) to compare and contrast the generational perspectives on job satisfaction. The job satisfaction was measured in terms of the core job characteristics, critical psychological states, aspects of the jobs, and feeling of other employees with similar jobs. The Job Diagnostic Survey (JDS) was used in this study with some demographic questions. A purposive sample of 108 chain hotel employees from five hotel chains in three counties in southern Illinois participated in this survey. One way ANOVA and Welch ANOVA were conducted to investigate the differences between groups. The Games-Howell post-hoc test was used to confirm group differences. Overall differences were found between Baby Boomers and Millennials and between Baby Boomers and Generation X. There were no overall differences found between Generation X and Millennials. The findings indicated that Baby Boomers have the most engagement in the workplace and have more intention to stay in hotel organizations.
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Hendryx, Jennifer L. "Generational differences in learner attitudes toward technology in education at the University of Wisconsin-Stout." Online version, 2008. http://www.uwstout.edu/lib/thesis/2008/2008hendryxj.pdf.

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Robinson, Schnarda R. "Engaging a Multigenerational Workforce." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4094.

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The U.S. Office of Personnel Management reported the productivity levels of the American multigenerational workforce decreasing as leaders strive to actively engage employees to improve organizational output. The purpose of this qualitative single case study was to explore what leadership strategies federal government managers use to engage a multigenerational workforce. The conceptual framework consisted of Kahn's employee engagement theory and Strauss and Howe's generational cohort theory. The sample consisted of 3 federal government managers within metro Atlanta, Georgia who had successfully managed a multigenerational workforce, demonstrated through the feedback they received from their employees. Data were collected using face-to-face semistructured interviews and a review and analysis of company documents. Data analysis consisted of applying Yin's 5 step data analysis process, and member checking and methodological triangulation of the data strengthened the trustworthiness of interpretations. Emergent themes included generational differences; strategies for working with multigenerational differences; and strategies for engaging a multigenerational workforce. The most effective strategies involved training, communication skills, and team building. Findings from this study may contribute to social change by providing federal government managers with the framework for understanding and engaging its multigenerational workforce, which can result in promoting positive relationships between coworkers, families, and communities. Positive relationships in the workforce may increase employee morale and motivation and decrease employee turnover and the unemployment rate.
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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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Delahoyde, Theresa Hawkins Peggy L. Morin Patricia J. Hutchinson Christine. "Generational differences of baccalaureate nursing students' preferred teaching methods and faculty use of teaching methods." Click here for access, 2009. http://www.csm.edu/Academics/Library/Institutional_Repository.

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Thesis (Ed. D)--College of Saint Mary -- Omaha, 2009.
A dissertation submitted by Theresa Delahoyde, MSN, RN to College of Saint Mary in partial fulfillment of the requirement for the degree of Doctor in Education with an emphasis on health professions education. This dissertation has been accepted for the faculty of College of Saint Mary by: Peggy Hawkins, PhD, RN, BC, CNE - chair ; Patricia Morin, PhD, RN - committee member ; Christine Hutchinson, JD - committee member. Includes bibliographical references.
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Banks, Pierre W. "Exploratory Study of Generational Differences in Facets and Overall Job Satisfaction of a Division in a Multi-state Healthcare Provider." Bowling Green State University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1554425954469182.

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41

Yourston, Douglas. "An investigation into the role of generational differences in the career types, progression and success of British managers." Thesis, University of Gloucestershire, 2016. http://eprints.glos.ac.uk/4128/.

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Research into generational differences in the workplace is limited. Academic studies range from being robust to those which portray generational differences in more generalised terms, omitting characteristics such as age, life-stage, gender or profession. Studies into a career style, progression and career success, are likewise varied, being studied from a range of different perspectives, including gender, life-stage or age; however, to date, there has been no research conducted from a generational perspective. There has also been an acknowledgement that there have been only a few studies conducted that have a clear theoretical and empirical underpinning. With the majority being quantitative-centric; these studies do not have the rich insight into understanding the complexities surrounding a generation and / or of an individual’s career that a qualitative study would offer. Reflecting this existing gap, the aim of this study to investigate the role of generational differences in an individual, British manager’s career type, progression and perception of career success. The main study using an interpretivist methodology in the form of semi-structured interviews, investigated the careers of 42 British managers across three generations. The participants’ CVs were analysed using a documentary analysis approach, while the findings were interpreted using content analysis. The study’s first key finding is the acknowledgement that there is theoretical and empirical evidence to support the contention that a generation is a reliable means for grouping individuals. The second key finding of the study using, Verbruggen et al.’s (2008) Career Categorisation model, relates to the career types and progression are influenced by a generational grouping. This study contends that career styles and career progression are influenced by determinants such as age, life-stage, gender, profession but also by their generation. The final key finding is that the Kaleidoscope Career model provides a means to view differences towards career success from a generational perspective, but also reveals that a generation does not operate in isolation; rather, an individual’s profession, life-stage and gender are also significant. In conclusion, this thesis provides a deep and rich conceptual insight, knowledge and understanding for Human Resource practitioners and academia as to how a career is influenced when viewed through a generational lens. The first contribution of the study sets out the extent to which theoretical and empirical evidence demonstrates that a generation is a reliable means to group individual managers. The second contribution, relates to the extent to which career types and progression are influenced by a generational grouping. The final contribution extends Mainiero and Sullivan’s (2005, 2006) original Kaleidoscope Career model to more accurately depict career success when individual managers are grouped generationally, by introducing a new “glass chip” to represent the need for a ‘subjective challenge,’ which is reflective in the shift to careers becoming more protean.
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Yatsko, Loni Kay. "Gray, Green and Greedy: Cohort Differences in Proenvironmentalism and the Mediating Role of Generational Variations in Social Values." University of Akron / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=akron1289671071.

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Shepherd, Jennifer. "A Causal-Comparative Study of Generational Differences in Learning Style Preferences among Adult Learners in the United States." Thesis, University of La Verne, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10267988.

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Purpose. The purpose of this quantitative study was to compare the generational cohorts of Baby Boomer, Generation X, and Generation Y/Millennial, as defined by Howe and Strauss (2007), in terms of learning style preferences in the United States.

Methodology. A non-experimental, retrospective, causal-comparative research design was used to determine whether the independent variable, generational cohort, was correlated with the dependent variable, learning style preference, by comparing Baby Boomers, Generation X, and Generation Y/Millennials. Participants were recruited through an online survey and invited to participate via email to electronically complete the Felder-Soloman Index of Learning Styles (ILS), a 44-item assessment of learning style preference. Results were analyzed using non-parametric chi-square tests of independence in SPSS software.

Findings. The chi-square analyses did not result in a significant difference between the learning style preferences of the generational cohorts. The cohorts were similar on the four dimensions of learning style preferences. On a macro level, the generations were predominately represented by preferences for reflective, sensing, visual, and sequential learning styles. Generation Y’s preference for active and visual learning was higher than the other generations. On a micro level, Baby Boomers and Millennials were the most similar (identical on 12 metrics), followed by Generations X and Y (identical on seven metrics), and by Baby Boomers and Generation X (identical on three metrics).

Conclusions. The variety of learning style preferences and the similarities among the sample inform decisions about the design and delivery of training. A variety of learning style preferences are present in any generation, and organizations should be cautious about adopting stereotypes that lack empirical evidence to support assumptions about generational differences in learning style preferences.

Recommendations. Focusing on generational differences is not necessary when designing and delivering training. Organizations will benefit from applying adult learning theory and evaluating the learning style preferences of their unique training audiences. Future studies should include a larger sample size from a global population, include Generation Z, and use additional or different learning style assessments.

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Najera, Hugo Estuardo. "Differences among Latinos in anticipated college experience and use of college services by college generational status and gender." College Park, Md.: University of Maryland, 2007. http://hdl.handle.net/1903/7798.

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Thesis (M.A.) -- University of Maryland, College Park, 2007.
Thesis research directed by: Dept. of Counseling and Personnel Services. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.
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Foss, Hilde Johanne Bjugn. "The Hmong in the twin cities : generational and gender differences in the perception of kinship, marriage and prestige /." Oslo : Dept. of Social Anthropology, Universitetet i Oslo, 2007. http://www.duo.uio.no/publ/sai/2007/53328/hovedfagsoppgave_hildefoss.pdf.

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Colledge, Alexander. "Bridging the generational gap : Designing internet services for technologically-naïve older people using familiar interfaces." Thesis, Umeå universitet, Institutionen för informatik, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-149236.

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Despite advances made in modern electronic devices, their use by older people is significantly lower than for younger people. They experience difficulties using devices due to a combination of physical, cognitive and ‘generational’ differences. Many studies try to adapt devices to make them more usable, but they do not consider how older people feel in terms of attitudes towards technology or their existing habits. Seven participants were interviewed about their current use of technology, as well as their attitudes to modern technology, and a personal inventory was created for each participant. The interviews generated themes relating to how participants feel that technology is not made for them, barriers to their use, and generational differences as well as arguments against modern technology use and perceived negative aspects of technology. Some design considerations were created and illustrated using features from the most commonly used devices that suited the interviewees’ attitudes, behaviours and opinions.
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Efendy, Komala Inggarwati. "The nature of intra-familial conflict in large-scale privately-held family businesses in Indonesia." Thesis, Queensland University of Technology, 2013. https://eprints.qut.edu.au/60936/1/Komala_Efendy_Thesis.pdf.

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This thesis is a qualitative study aimed at better capturing the complexity of conflict in family businesses. An inductive content analysis revealed two important issues: the dynamics of intergenerational conflicts and the escalation process of conflicts. The results demonstrated that conflicts are more likely to be intergenerational than intra-generational due to the role of senior members in daily business operations, generational differences, and a perception gap that exist between generations concerning each other’s competencies in doing the business. Furthermore, the set of factors contributing to conflict escalation is related to how family members handle the conflict, how they manage their emotions, and how they are able to avoid non-family employee involvement. These findings provide a foundation for taking preventative actions, implementing strategies for managing conflicts or devising effective solutions for resolving conflicts before they become more destructive.
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Polk, Michele E. "Gender and generational differences in the self-ratings of leadership practices by elementary school administrators within four Florida counties." [Tampa, Fla.] : University of South Florida, 2005. http://purl.fcla.edu/fcla/etd/SFE0001257.

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Fountain, Jason Morgan. "Differences in Generational Work Values in America and Their Implications for Educational Leadership| A Longitudinal Test of Twenge's Model." Thesis, University of Louisiana at Lafayette, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3622936.

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Three generations of Americans are currently coexisting in the workforce. One of the primary challenges for educational leaders is to understand the similarities and differences in each generation while also educating a new generation of Americans – today's youth. This longitudinal study used data from the General Social Survey to determine if generational work values differ in accord with the five general categories outlined by Twenge.

Several significant differences emerged. First, Millennials rate higher in work ethic over Boomers and GenXers. Additionally, a linear decline from Boomers to Millennials was found in intrinsic values, while Millennials were found to have the highest need for extrinsic values. Finally, a linear decline from Boomers to GenXers to Millennials was evident in relation to social values in the work setting.

The primary implication from this study involves the contradictory nature of Millennials. While they have the highest work ethic, they also rate highest in leisure values and the need for extrinsic values. Further research should be conducted to isolate values pertinent to teachers and a cross-sectional study should be conducted to determine value differences of the current workforce.

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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 workers. In turn, it is suggested that older workers, too, indulge in ageist practices and the stereotyping of younger workers. It is proposed that underlying generational differences,when combined with ageism, negative stereotyping and discriminatory organisational practices, are responsible for a new phenomenon called intergenerational tension in the workplace. The notion of tension, which can be thought of as suppressed anxiety or a strained relationship between individuals and groups, is important because intergenerational tension is presented as a latent or covert phenomenon. From this comes the following definition: "lntergenerational tension in the workplace is a latent or covert form of intergroup conflict caused by value and attitudinal differences between the generations." lntergenerational tension can be thought of as an everyday fact of organisational life which exists as an undercurrent or type of background organisational noise that is so pervasive that it is rarely noticed. In this respect, intergenerational tension bears similarities to gender and ethnic tensions both of which have been recognised as counterproductive to organisational efficiency. This thesis proposes a construct to measure this intergenerational tension. To investigate the generational differences associated with this new construct, a 25-item questionnaire was developed. The first stage in the development of the questionnaire was an informal experience survey that was completed by a small sample (n=54) of adults ranging in age from 21 years to 70+ years. A pilot study questionnaire was then constructed and administered to a small, stratified random sample of employees (n=60) from the Western Australia Police Service (WAPS). WAPS has recently changed from a seniority-based promotion system to a merit-based system for most positions and is undergoing a major cultural change in response to social and political pressure. Following data analysis, the final questionnaire was developed. The questionnaire, called the Intergenerational Tension Questionnaire (ITQ) was administered to a stratified random sample of employees from WAPS. Five hundred completed responses were subject to factor analysis in which principal components analysis extracted seven factors or dimensions thought to underlie intergenerational tension. Further data analysis revealed that on average, younger workers (i.e., less than 40 years of age) displayed less intergenerational tension than did older workers (i.e., more than 40 years of age). Data for workers a generation apart (i.e., 20 years apart) were also analysed, with the younger generation being those less than 30 years of age (the Under 30s) and the older generation being those more than 50 years of age (the Over 50s). The younger generation, on average, displayed less intergenerational tension than did the older generation. Of the measures, organisational change was associated with the greatest degree of intergenerational tension for all groups. Multiple regression analysis revealed that the best predictors of intergenerational tension for younger workers and older workers were age, the length of service with one's current employer, and the number of years in the paid work force. For workers a generation apart, multiple regression analysis revealed that age was the only predictor. It was fortuitous that at the time of the study, the majority of younger workers were Generation X and the majority of older workers were Baby Boomers. This meant that to all intents and purposes, the questionnaire measured differences between two well-studied generational cohorts. The findings supported the notion that organisations should not assume they are treating all workers equitably. In particular, older workers feel disenfranchised and angry at their treatment by organisations which, in their opinion, favours younger workers. The implication for organisations is that both groups should be treated independently, with each having its own special needs and expectations. This includes, for example, implementing strategies such as training methods suited to the needs of each age group and conducting age diversity training to raise awareness of what it means to be either a younger worker or an older worker.
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