Impact Of Generational Differences Research Articles

Generational differences in selected aspects of social situation and health status of foreigners living in the Czech Republic.

Demographic differentiation caused by the history of migration in the Czech and Slovak Republics led the authors of this article to analyse generational differences in the groups of foreigners living in the Czech Republic (CR) and the impact of generational differences on selected aspects of their social situation and perceived health. The crucial research question was whether and to what degree do different generations of foreigners vary from each other and what impact this has had on their social situation and health determinants. The main goal was to examine mutual relationships between selected characteristics of social situation and health determinants in various groups of foreigners living in the CR. A total of 1,003 questionnaires among foreigners officially living in the Czech Republic were collected and analysed. In the area of subjective perception of health, a comparison of foreigners with Czech citizens (representative sample of Czech seniors; 1,172 respondents) in the age category 65+ was made in order to find out whether this perception differs between senior foreign nationals and senior Czechs. Older individuals (50-64 years and 65+ years) appeared to have the best integration into Czech society. This age generation felt positive about stay and migration status in the CR. Older foreigners differ from older Czech citizens who tend to refer to their health as very good to rather good compared to foreigners who described their health as neither good nor bad. The middle generation (30-49 years) of foreigners was characterized by hard work and the initial stages of integration into Czech society. This group also reported positive feelings about living in the CR relative to their home country. The oldest generation of foreigners is the best integrated in the Czech Republic (with regard to selected aspects tested in this article). This generation is able to offer new immigrant effective integration strategies. However, they assess their subjective health one degree worse in comparison with Czech seniors (representative sample), this finding should lead to the setting of preventive programmes related to a healthy lifestyle, including lifestyle for foreigners living in the Czech Republic.

Generational conflict, alcohol use and brotherhood: an exploratory survey of a rural career fire department in the Midwest

PurposeThe purpose of this article was to identify factors impacting burnout, resilience and quality of life in rural career firefighters. In addition, sources of stress and the impact of generational differences were explored.Design/methodology/approachAn exploratory cross-sectional survey was conducted at a rural career fire department.FindingsThe findings of the project indicate that the firefighters had high levels of compassion satisfaction (CS) and relatively low levels of secondary traumatic stress and burnout; displayed moderate to high psychological resilience and the majority felt moderate to high organizational support, but there was a noticeable minority who did not feel supported by the department. Findings indicate that organizational support is significantly related to both burnout and resilience. The majority of the men (88.3%) reported moderate to high risk for alcohol-related problems and over three-quarters (78.6%) reported binge drinking behavior in the past year. Qualitative findings highlight generational differences and chain of command challenges as primary stressors.Originality/valueThis is a unique study in that it focuses on a rural career department. What was found were issues similar to those facing urban career fire departments.

Intellectual structure of multigenerational workforce and contextualizing work values across generations: a multistage analysis

PurposeThis study attempts to understand the research clusters and thematic evolution of the topic generational diversity at workplace, over the period of 2001–2009 and 2010–2018. Furthermore, it attempts to identify the key shifts (and convergence) that have taken place in the value system across generational cohorts.Design/methodology/approachIn this context, the first stage of the study involved an in-depth systematic analysis of extant literature on multigenerational workforce between 2001–2009 and 2010–2018 by applying bibliometric analysis. Following an explanatory mix-method approach, the second stage of the study comprised of 32 interviews conducted across generations, exploring the role of ethics at the workplace.FindingsIt was revealed that during the period 2001–2009, communication and identification of generational characteristics emerged as the major themes. The 2010–2018 period unraveled four themes of research – retaining and engaging millennials through leadership, generational differences in work values, impact of generational differences on organizational-level variables and generational diversity in education and nursing. The outcome from the second stage showed that work values differ across generations with an emphasis on intrinsic work values, and work values have rather deteriorated, with baby boomers possessing stronger work ethics in comparison to the millennials. Finally, an integrated model for multigenerational workforce has been proposed.Research limitations/implicationsThis paper provides significant inputs to the expanding research in the area of work values, as it delves into the principal mechanisms leading to differences in work values among generations.Originality/valueBibliometric analysis, which is a quantitative approach to understanding the intellectual structure of a research topic, has been applied to generational diversity at the workplace. This constitutes a novel attempt that can be bracketed as a pertinent contribution to the field.

The Generational Differences in Work Values and its Impact on Workplace Conflicts of Operational Level Employees in Pharmaceutical Companies of Western Province, Sri Lanka

The primary purpose of this study was to identify whether there is a significant impact of generational differences in work values on workplace conflicts. This study is cross-sectional and explanatory research in nature. A standard questionnaire was used to collect primary data through a survey. The respondents were the 120 operational level employees who are working in Pharmaceutical companies in the Western Province of Sri Lanka. Descriptive statistics, correlation analysis, and one-way ANOVA were used to analyze data and make conclusions. Findings revealed that there is no significant impact of generational differences in work values on workplace conflicts. Further analysis done using one-way ANOVA revealed that there is a significant difference in work values between generations and workplace conflicts among generations

Generational Differences in Work Values and Attitudes: Reintroducing Retirees to the Workforce

Reintroducing retirees into the workforce has been proposed as a solution to population ageing. This paper explores whether generational differences about work values and attitudes might represent a barrier to the reintroduction of retirees to the workforce. Based on empirical data collected from pre and post interviews with 32 respondents across three generational cohorts in Australia, and a research intervention to simulate retirees’ reintroduction to the workforce, this paper theorizes about workplace conflict caused by generational differences. The pre-research intervention results show significant generation differences. The post-research intervention results showed positive change. The findings provide important contributions about the impact of generational differences in terms of work values and attitudes and how sharing retirees’ knowledge modifies some negative stereotypes about older people. A conceptual model is developed to reflect general differences in work values and attitudes. Overall result supports our contention that the reintroduction of retirees to the workforce is a feasible solution to aging population and knowledge sharing, which may also be used to improve positive work behaviours between generations in the workplace.

Older and Wiser? Facebook Use, Privacy Concern, and Privacy Protection in the Life Stages of Emerging, Young, and Middle Adulthood

A large part of research conducted on privacy concern and protection on social networking sites (SNSs) concentrates on children and adolescents. Individuals in these developmental stages are often described as vulnerable Internet users. But how vulnerable are adults in terms of online informational privacy? This study applied a privacy boundary management approach and investigated Facebook use, privacy concern, and the application of privacy settings on Facebook by linking the results to Erikson’s three stages of adulthood: emerging, young, and middle adulthood. An online survey was distributed among 18- to 65-year-old Dutch-speaking adults ( N = 508, 51.8% females). Analyses revealed clear differences between the three adult age groups in terms of privacy concern, Facebook use, and privacy protection. Results indicated that respondents in young adulthood and middle adulthood were more vulnerable in terms of privacy protection than emerging adults. Clear discrepancies were found between privacy concern and protection for these age groups. More particularly, the middle adulthood group was more concerned about their privacy in comparison to the emerging adulthood and young adulthood group. Yet, they reported to use privacy settings less frequently than the younger age groups. Emerging adults were found to be pragmatic and privacy conscious SNS users. Young adults occupied the intermediate position, suggesting a developmental shift. The impact of generational differences is discussed, as well as implications for education and governmental action.

Impact of Generational Differences on the Future of Radiology: Proceedings of the 11th Annual ACR Forum

The 2011 ACR Forum focused on the impact of generational differences on the future of radiology, seeking to inform ACR leadership and members on how best to address the influence of the new integrated workforce on the specialty of radiology and on individual practices.

The impact of generational differences on the workplace

PurposeThe aim of this paper is to explore workplace implications of the changing workforce demographic.Design/methodology/approachThe author identifies the different generations in today's workforce. The workplace expectations of the different generations are explored.FindingsCorporate real estate (CRE) managers need to establish the different needs of the different generations. In addition, the CRE manager needs to create an environment that allows all generations to coexist in the same workplace.Practical implicationsCRE managers can use the information to assist in alignment of their workplace to the different generational expectations of the workforce.Originality/valueThe paper fills a void by evaluating office occupiers' workplace preferences based on age.

Leadership in a World of Divided Feminism

On college campuses today, women from a variety of generations— baby boomers, generation Xers, and nexters—come together to work, learn, and lead. Women of different generations were born and raised under diff erent social, economic, and political conditions; approach feminism in a different ways; and have experienced more or less overt forms of discrimination. Not only is there minimal research that provides a description of the impact of generational differences on organizational functioning, little information exists to help women faculty and staff as leaders to more deeply understand and navigate these important differences. The purpose of this article is to illuminate generational differences and similarities between women leaders on college campuses and illustrate the potential impact of these generational differences on leadership practices. This article concludes with specific strategies of how postsecondary institutions can create more cross generational dialogues, which may help improve campus leadership and functioning.“I am not sure I am interested in advancing up the administrative chain, it seems like too much of a sacrifice in terms of family, maybe later in life.” “I am worried I will not fit in with other women at the top, I do not want to ‘act like a man’ and that is what I tend to see happening.” “I am concerned there is not another generation of woman leaders coming up through the ranks—they are not willing to work the hours, put in the extra effort of going to events and meeting the right people.”

Generational differences in leader values and leadership behaviors.

As a new generation of workers enters the workforce and the realms of leadership and management, headlines in the business and popular press are encouraging managers to deal with generational differences that appear to be affecting employees, particularly those in the leadership ranks. This article describes generational cohort theory and summarizes research on the impact of generational differences on work processes. It then explores what differences are occurring among managers in different cohorts in terms of attributes they value in leaders and their actual behaviors as leaders (as perceived by self, boss, and subordinates) using data obtained from 2 large databases, including managers across the country spanning 4 generations. Results of the 1st study demonstrate that managers and professionals in different generational cohorts do value different attributes in leaders. Results of the 2nd study find that managers in different generational cohorts also report behaving differently. Although the differen...

Projections of aging: impact of generational differences and the aging process on perceptions of adults.

In the domain of personality, a variety of stereotypes about old age are found. Unfortunately, the methodologies of previous studies have not dealt with a potential confound as to whether attitudes are a function of the aging process or of perceptions of generations. The present study was designed as a first step toward distinguishing between these possibilities. Young adults rated one target generation (i.e., today's 22-, 41-, or 69-year-olds) at one age period (i.e., as 22-, 41-, or 69-year-olds) on a series of personality attributes. Results demonstrated that attitudes (i.e., perceptions of personality) varied more often as a function of target generation, reflecting a general tendency for young adults to view other generations in a different fashion from the way they view their own. Overall, attitudes toward the older generation of age period were more positive than negative.

Projections of aging: Impact of generational differences and the aging process on perceptions of adults.

Projections of aging: Impact of generational differences and the aging process on perceptions of adults.