Managing generation Y

By Susan Eisner. 2005

637 citations recorded by the source corpus.

Subfields: Life-span and Life-course Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/576f413505b16a600878666e7dab39d4927e4052

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Life-span and Life-course Studies

1. P. M. Bal
2. Ting Zhang
3. S. Sullivan
4. Jessica L. Hurst
5. Zoltan J. Acs
6. R. Blomme
7. S. Ogden
8. L. Good

In Organizational Behavior and Human Resource Management

1. P. M. Bal
2. S. Sullivan
3. Jun Liu
4. Chun Kit Hui
5. Z. Chen
6. René Schalk
7. X. Lub
8. Cynthia Lee

Citations in the corpus

• COVID-19: The effects of job insecurity on the job engagement and turnover intent of deluxe hotel employees and the moderating role of generational characteristics (2020, neutral): “According to Cohen (2002); Eisner (2005), and Gursoy et al. (2008), Generation X grew up in a society of materialism, competition, and individualism, valuing professional goals, opportunities for professional growth, and efficiency.”
• One job, one deal…or not: do generations respond differently to psychological contract fulfillment? (2016, background): “Generation X Generation X grew up during times of globalization, economic crises, massive downsizing in organizations and increasing divorce rates (Bontekoning 2000; Beutell and Wittig-Berman 2008; Eisner 2005).”
• Age and entrepreneurship: nuances from entrepreneur types and generation effects (2018, background): “2001), skilled, and emphasizing a workfamily balance (Eisner 2005) as they grew up.”
• Accountability, entitlement, tenure, and satisfaction in Generation Y (2015, background): “9 million Canadians (Eisner, 2005; Foot and Stoffman, 1998).”
• Different or alike?: Exploring the psychological contract and commitment of different generations of hospitality workers (2012, background): “Generation Y also appears to value personal development and enjoy challenging work (Eisner, 2005).”
• Generation Y and career choice: The impact of retail career perceptions, expectations and entitlement perceptions (2009, background): “Generation Y is estimated as 76 million Americans, or 15 percent of the current workforce (Eisner, 2005).”
• Using the kaleidoscope career model to examine generational differences in work attitudes (2009, background): “Specifically, questions have been asked including: • How can we best manage (Eisner, 2005), communicate (Reynolds et al., 2008), and train (Proserpio and Gioia, 2007) employees of different generations?”
• Effects of attitudes vs experience of workplace fun on employee behaviors: Focused on Generation Y in the hospitality industry (2013, background): “In general, they have high expectations and seek meaning in their work (Robbins and Judge, 2010) and prefer challenging work (Eisner, 2005).”
• 13_2_30: Experiences, perceptions and expectations of retail employment for Generation Y (2007, background): “As Eisner (2005) states, the managerial implications of Generation Y’s entry to the workplace are complex.”