Multigeneration employees: strategies for effective management.
By B. Kupperschmidt. Health Care Supervisor, 2000
947 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/b9d4936d9131c051d24a036780192a27f10b0ddf
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In Life-span and Life-course Studies
In Organizational Behavior and Human Resource Management
Citations in the corpus
- Using the kaleidoscope career model to examine generational differences in work attitudes (2009, background): “Generation Y (hereinafter Yers), born between 1984 and 2002 (Alwin and McCammon, 2007; Biggs, 2007; Jurkiewicz and Brown, 1998; Kupperschmidt, 2000).”
- Generational Differences in Work Ethic: An Examination of Measurement Equivalence Across Three Cohorts (2010, background): “As a result, generational cohorts have identifiable characteristics on which they differ (Kupperschmidt 2000).”
- Work design for different generational cohorts : Determining common and idiosyncratic job characteristics (2014, background): “People from the same generational cohort develop certain shared “generational characteristics”, which affect their outlook on life and work (Kupperschmidt, 2000; Glass, 2007; Dries et al., 2008).”
- Generational differences in leader values and leadership behaviors. (2007, background): “Others lump these same groups into one group, all born before 1940, and label them the Traditionalists ( Kupperschmidt, 2000 ).”
- Generational differences in work values, outcomes and person‐organisation values fit (2008, background): “Named after the post-war boom in birth rates, Baby Boomers grew up in optimistic and positive times (Kupperschmidt, 2000).”
- One job, one deal…or not: do generations respond differently to psychological contract fulfillment? (2016, background): “Moreover, as generational categories may include people within an age range of 20 years (Kupperschmidt, 2000; Smola & Sutton, 2002), we controlled for chronological age within cohorts.”
- Comparing apples to apples: a qualitative investigation of career mobility patterns across four generations (2012, background): “First, it may be that economic conditions made it difficult for the younger generations to get established in their early careers, forcing them to make significant career changes later in life than previous generations would have (Kupperschmidt, 2000; Lancaster and Stillman, 2002).”
- Generational preferences for work environment fit: effects on employee outcomes (2007, background): “These experiences influence a person’s feelings toward authority and organizations, what a person values from work, and how a person plans to satisfy those desires (Jurkiewicz and Brown, 1998; Kupperschmidt, 2000).”
- Age and work‐related motives: Results of a meta‐analysis (2011, methodology): “Using the typical boundaries established for age cohorts (see Kupperschmidt, 2000; Smola & Sutton, 2002), we then coded each study sample into one of three age cohorts on the basis of mean year of birth; (1) Traditionals (mean year of birth before 1945), (2) Baby Boomers (mean year of birth between…”
- Generational Differences in Work-Related Attitudes: A Meta-analysis (2012, neutral): “In terms of the way the generations are sometimes described, members of the Silent (aka Traditional or Mature)1 generation are labeled conservative and disciplined (Strauss and Howe 1991), Baby Boomers are called time-stressed and materialistic (Strauss and Howe 1991), Generation Xers are identified”
- Different or alike?: Exploring the psychological contract and commitment of different generations of hospitality workers (2012, background): “2 Generation X (born 1965-1980) Generation X employees, a relatively small demographic cohort, are often depicted as cynical, pessimistic and individualistic (Kupperschmidt, 2000; Smola and Sutton, 2002).”
- Generationally Based Differences in the Workplace: Is There a There There? (2015, background): “Partitioning these effects is even more difficult because the way generations are typically defined, the intersection of age and period to create cohorts (e.g., Kupperschmidt, 2000; Smola & Sutton, 2002; Strauss & Howe, 1991), results in variance that is inextricably intercorrelated.”