Comparing the levels of individualism/collectivism between baby boomers and generation X

2007 ◽  
Vol 30 (10) ◽  
pp. 749-761 ◽  
Author(s):  
Danilo Sirias ◽  
H.B. Karp ◽  
Timothy Brotherton
Keyword(s):  
Baby Boomers ◽  
Generation X

Time Allocation Behavior of Twentieth-Century American Generations: GI Generation, Silent Generation, Baby Boomers, Generation X, and Millennials

2018 ◽  
Vol 2672 (49) ◽  
pp. 69-80 ◽  
Author(s):  
Annesha Enam ◽  
Karthik C. Konduri
Keyword(s):  
Baby Boomers ◽  
Generation X ◽  
Time Use ◽  
Time Allocation ◽  
Structural Changes ◽  
Demographic Variables ◽  
Silent Generation ◽  
Two Generations ◽  
American Heritage ◽  
Using Data

In recent years, time engagement behaviors of two generations, namely Baby Boomers and Millennials have sparked much interest because these generations constitute the bulk of the American population today and they also exhibit “atypical” activity–travel patterns compared with other generations. The objective of the current research is to conduct a systematic study of the time engagement behaviors of five American generations: the GI Generation (birth year: 1901–1924), the Silent Generation (birth year: 1925–1943), Baby Boomers (birth year: 1944–1964), Generation X (birth year: 1965–1981), and Millennials (birth year: 1982–2000). Particularly, the study aims at isolating heterogeneity in behaviors associated with structural changes in the society from those associated with inherent generational characteristics. Using data from four waves (1965, 1985, 2005, and 2012) of the American Heritage and Time Use Study, the analysis explores the time engagement behaviors while accounting for the age, period, and cohort effects in addition to different socioeconomic and demographic variables. The analysis reveals that Millennials have generally delayed participation in life-changing events such as marriage and workforce entry, and have exhibited prolonged student status compared with previous generations. Millennials show lower participation in work and higher participation in discretionary activities compared with individuals of the same age group from previous generations. On the other hand, Baby Boomers clearly exhibited increased travel engagement compared with the previous generations at different stages of their lives.

scholarly journals Die Steuerung von den Multigenerationteams in den Industriebetrieben

2017 ◽  
Vol 25 (41) ◽  
pp. 35-42
Author(s):  
Natália Vraňaková ◽  
Andrea Chlpeková ◽  
Kristína Koltnerová ◽  
Petra Pračková
Keyword(s):  
Labor Market ◽  
Baby Boomers ◽  
Generation X ◽  
Generation Y ◽  
Industrial Enterprises ◽  
Generation Z ◽  
Generational Groups

Abstract The current workforce in industrial enterprises is formed from four generational groups. These generational groups are called Baby boomers, Generation “X”, Generation “Y” and Generation “Z”. Each of generational groups is specific by own characteristics, positives and negatives. The aim of the article is to refer the features of individual generational groups, to analyze their representation on labor market and to specify recommendations for the management of multigenerational teams for the practice of industrial enterprises in order to achieve the satisfaction and synergy of employees in accordance with the objectives of enterprise.

scholarly journals Globally Responsible Intergenerational Leadership

2019 ◽  
pp. 123-152
Author(s):  
Ceren Aydogmus
Keyword(s):  
Leadership Styles ◽  
Baby Boomers ◽  
Leadership Style ◽  
Generation X ◽  
Generation Y ◽  
Generational Cohorts ◽  
Generation Z ◽  
Generational Leadership ◽  
New Challenges ◽  
Leadership Approaches

Today's workforce is more diverse than ever, comprised of five generational cohorts: Traditionalists, Baby Boomers, Generation X, Generation Y, and Generation Z. As each generation has its own values, beliefs, and expectations, their leadership preferences pose new challenges for organizations. In this chapter, leadership approaches are discussed, and the differences and similarities among preferred generational leadership styles are examined. The purpose of this chapter is to determine an appropriate leadership style that meets the needs of all generations, and globally responsible inter-generational leadership has been suggested as the most effective approach.

Leveraging Generational Strengths in Online Graduate Education

2017 ◽  
pp. 298-322
Author(s):  
Sydney M. Rombola
Keyword(s):  
Graduate Students ◽  
Online Education ◽  
Baby Boomers ◽  
Generation X ◽  
Online Faculty ◽  
Generational Theory ◽  
Generational Diversity ◽  
Generational Identity ◽  
Cohort Groups ◽  
Communication Methods

The proliferation of online graduate schools has resulted in greater numbers of students with greater diversity than ever before. Generational diversity affects the ability of online faculty to communicate effectively with graduate students. Faculty-student communication is improved by applying generational theory. Four main cohort groups actively participate in online education, each with their own set of preferences and tendencies, including: Veterans (born 1925-1942); Baby Boomers (born 1943-1960); Generation X (born 1961-1980); and Millennials (born 1981-2001). Differentiating online faculty communication methods based on generational tendencies is a potent and efficient method of empowering educators and motivating graduate students. Improved faculty-student communication enhances student engagement, creating greater satisfaction that leads to higher retention and improved academic performance. As faculty understand generational identity, communication is enriched by emphasizing each generation's strengths and avoiding misunderstandings.

Engaging Millennial in Corporate Governance

2020 ◽  
pp. 221-230
Author(s):  
Rahul Mohare
Keyword(s):  
Corporate Governance ◽  
Baby Boomers ◽  
Generation X ◽  
Generation Y ◽  
Global Market ◽  
Net Generation ◽  
The Awakening ◽  
Social And Economic Development ◽  
The World ◽  
High Aspiration

Millennials, born starting from the 1980s, who are also called Nexters, the Net Generation, and Generation Y represent a new workforce in a global market and have high aspiration. Because of their digital, liquid, and collective mindset, they are adapting the way people generate the future. But now we have three generations representing the workforce at the same time . Before them, the world had two other generation groups: Generation X, born between 1965 and 1980, and the Baby Boomers who were born between 1946 and 1964 . Following the Strauss-Howe generation theory, each type of generation falls on a certain cycle of social and economic development, namely high, awakening, unraveling, and crisis. As a result, the Baby Boomers were born during the high, Generation X during the awakening, and millennials entered the unraveling period.

Would You Accept a Facebook Friend Request from Your Boss?

2020 ◽  
pp. 123-147
Author(s):  
Katherine A. Karl ◽  
Richard S. Allen ◽  
Charles S. White ◽  
Joy Van Eck Peluchette ◽  
Douglas E. Allen
Keyword(s):  
Social Media ◽  
Baby Boomers ◽  
Generation X ◽  
Generational Differences ◽  
Significant Interaction ◽  
Close Relationships ◽  
Future Research ◽  
Open Communication ◽  
Self Disclosure ◽  
Main Effect

Because Millennials and Generation X tend to desire close relationships with their leaders, expect frequent and open communication, and integrate their personal and professional contacts via social media, it was predicted they would be more likely than Baby Boomers to accept a Facebook friend request from their boss. Although no main effect was found for generational differences, a significant interaction between self-disclosure and generation was found, such that self-disclosure was positively related to acceptance of a friend request from one's boss for Baby Boomers and Generation X, but negatively related for Millennials. Implications and directions for future research are discussed.

Perception, Adoption, and Pattern of Usage of FinTech Services by Bank Customers: Evidences from Hojai District of Assam

2020 ◽  
Vol 6 (1) ◽  
pp. 7-22
Author(s):  
Ankita Das ◽  
Debabrata Das
Keyword(s):  
Baby Boomers ◽  
Financial Institutions ◽  
Generation X ◽  
Financial Services ◽  
Digital Transformation ◽  
Financial Inclusion ◽  
Global Average ◽  
Demographic Profiles ◽  
Generation Z ◽  
The Relationship

With the advent of technology, banking and financial services have widened their scope. India achieved FinTech adoption rate of 87 percent as against the global average of 64 percent mostly contributed by FinTech startups aiming for providing access to financial services even in the remotest areas. Realizing the potential of FinTech to contribute toward financial inclusion and stability, the Governments have taken requisite steps toward digital transformation and promote FinTech ventures. In order to meet the customers’ needs, collaborative moves with FinTech firms have been initiated by financial institutions as well. This article aims to investigate the relationship between different demographic profiles, the adoption of FinTech services, the perception, user pattern, and constraints faced by the bank customers in using FinTech services. The results based on survey of 215 respondents reveal significant association between usage of FinTech services and different demographic profiles. However, the awareness and use of such services is found more among millennials and generation Z as compared with generation X and baby boomers. While the FinTech companies gained the popularity in payment space, it is observed that misconception is an important factor that hinders the growth of technology-based services among respondents.

The Perceived Work Ethic of K-12 Teachers by Generational Status

2013 ◽  
Vol 4 (2) ◽  
pp. 54-65
Author(s):  
Gregory C. Petty
Keyword(s):  
Baby Boomers ◽  
Generation X ◽  
Work Ethic ◽  
School Administrators ◽  
Baby Boom ◽  
Teacher Shortage ◽  
Generational Status ◽  
Large Numbers ◽  
Older Teachers ◽  
K 12

This was an investigation of the work ethic of K-12 educators from Generation X and Baby Boomer generations. Teachers of the baby boom generation were born between 1946 and 1964, and many are beginning to retire. There is an impending teacher shortage due to the large numbers of this group retiring or leaving the profession. School administrators and public school human resource specialists are beginning to focus on strategies to replace this experienced workforce. Administrators need to know if this group has different work ethic than later groups of teachers. In this study, Generation X teachers scored higher on the subscales of Easy Going, Dependable, and Committed. While Baby Boomers and Generation X teacher about the same on Dependable, Baby Boomers are more “engaged”. Though these differences in the subscales were not significant, The overall MANOVA for the comparison of work ethic as measured by the Occupational Work Ethic Inventory was significant at the p<.05 level. Many older teachers complain about the newer younger generation of teachers and their so-called “lack of a work ethic”. Unfortunately, there were not enough data to study teachers from the latest, millennial generation however, this study points to data that indicate there is more to this difference in perception that originally thought that could affect hiring and training of new generations of teachers.

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