Generation X and the Public Employee

By C. L. Jurkiewicz. 2000

348 citations recorded by the source corpus.

Subfields: Experimental and Cognitive Psychology, General Social Sciences, Life-span and Life-course Studies

View Paper: https://www.semanticscholar.org/paper/59f612721a801f455cb5fa7428a5463d3f41546c

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In Experimental and Cognitive Psychology

In General Social Sciences

In Life-span and Life-course Studies

Citations in the corpus

Generational preferences for work environment fit: effects on employee outcomes (2007, background): “groom future leaders in a reciprocal process with implications for a firm’s culture (Judge and Bretz, 1992), ethical issues (Dose, 1997), and human resource policies and procedures (Jurkiewicz, 2000).”
Employee reactions to office redesign: A naturally occurring quasi-field experiment in a multi-generational setting (2010, background): “more recent birth cohort) employees are materially different from older employees (Glass, 2007; Smola and Sutton, 2002; Yu and Miller, 2005), although other studies have not found many generational differences (Jurkiewicz, 2000; Yang and Guy, 2006).”
Generational differences in leader values and leadership behaviors. (2007, background): “Other research has found that these two generations (Baby Boomers and Gen-Xers) are more alike than different in terms of their work values (Is the Boomer/Gen-X War Over?, 2000; Jurkiewicz, 2000 ).”
Generational Differences in Work-Related Attitudes: A Meta-analysis (2012, positive): “(2010) and Jurkiewicz (2000) also relied on popular-press pieces and anecdotal evidence while Smola and Sutton (2002) used research questions instead of hypotheses. In turn, Westerman and Yamamura (2007) cite Smola and Sutton's findings to support arguments.”
Comparing apples to apples: a qualitative investigation of career mobility patterns across four generations (2012, background): “Other studies have found no significant inter-generational differences at all (e.g. Appelbaum et al., 2005; Jurkiewicz, 2000).”
Impact of Job Burnout on Satisfaction and Turnover Intention (2016, background): “Because they value autonomy and freedom from supervision in their workplace (Jurkiewicz, 2000), flexible work hours, informal work environment, and adequate supervision can motivate them to perform their job better (Salahuddin, 2011).”
GENXERS VERSUS BOOMERS: Work Motivators and Management Implications (2006, methodology): “Empirical evidence confirms the earlier counterintuitive findings of Jurkiewicz and Brown (1998). Findings from both this study and Jurkiewicz and Brown are not consistent with consultants’ and managers’ common wisdom that GenXers and Boomers are dramatically different and that they require differen”
Are Gender Differences in Basic Human Values a Generational Phenomenon? (2005, background): “The few studies that have been published have focused primarily on generational differences in work values (e.g., Jurkiewicz, 2000; Smola & Sutton, 2002).”
Work Values Across Generations (2012, background): “While some differences were found by Jurkiewicz (2000), as mentioned previously, the majority of values assessed (12 of the 15) were not ranked differently by Baby Boom and Generation X workers.”