Temat: generational differences

Skocz do pozycji: 1.

Tytuł:: Różnice pokoleń na rynku pracy? Nowe spojrzenie na znane zjawisko
Autorzy:: Brol, Michał
Tematy:: diversity management
minority
youth.
generational differences
generational conflict; Pokaż więcej
Wydawca:: Instytut Studiów Międzynarodowych i Edukacji Humanum
Powiązania:: https://bibliotekanauki.pl/articles/2157821.pdf Link otwiera się w nowym oknie
Opis:: In today’s organizations, the degree of generational diversity increases among employees, moreover the age difference between employees will further increase due to legal changes in the field of pension rights. The issue of age management becomes more crucial and it is important to see it as a comprehensive issue not only in the particular age group. Discrimination based on age is a common problem in the organization. In the media and among public opinion exist stereotypes about certain generations on the labor market, which can lead to unfair generalizations. Not only the elderly, but also young people are becoming a minority in organizations. The key to understand the reasons for potential conflicts is to focus on a greater role of perceived generational differences rather than the actual.
Dostawca treści:: Biblioteka Nauki

Artykuł

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Skocz do pozycji: 2.

Tytuł:: Work Motives in the Context of Generational Differences, Gender Differences, and Preferred Values
Autorzy:: Godlewska-Werner, Dorota
Peplińska, Aleksandra
Zawadzka, Anna Maria
Połomski, Piotr
Tematy:: gender differences
work motivation
work values
generational differences; Pokaż więcej
Wydawca:: Polska Akademia Nauk. Czasopisma i Monografie PAN
Powiązania:: https://bibliotekanauki.pl/articles/2129886.pdf Link otwiera się w nowym oknie
Opis:: Values define the directions of human activities and are related to people’s motivation to undertake specific activities and roles (Schwartz, 1994; Brown, 2002). Researchers and employers observe differences in motivation to work among representatives of different generations and genders (Twenge, Campbell, & Freeman, 2012; Gursoy & Karadag, 2013). In this research project, the authors asked what motivated contemporary employees, whether the intensity of their motives was different in different generations, what relationships there were between the dominant work motives and employees’ dominant values, and whether there were differences between women and men regarding work motives. To verify the hypotheses, they conducted a study with a sample of 307 professionally active people. They used their own Types of Work Motives Questionnaire designed for the purposes of the study and the Valued Living Questionnaire (VLQ; Wilson & Murrell, 2004). The obtained results indicate that younger employees choose the kind of work that gives them comfort and adequate pay. Regardless of age, however, social security support is the most important for all groups of respondents. For women, security and social security support are important at work. Moreover, the study has shown that there is a relationship between work values and work motives. For example people who appreciate values such as friendship and stability are motivated to work by good relationships and security, those who value recreation and stability are motivated by comfort and salary, those for whom respect and education are crucial are motivated by the possibility of development etc.
Dostawca treści:: Biblioteka Nauki

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Skocz do pozycji: 3.

Tytuł:: Social Capital and Childbearing Tendencies with Emphasis on Generational Differences (Case Study: Babol City)
Autorzy:: Alipour, Reza
Foroutan, Yaghoob
Sharepour, Mahmoud
Tematy:: social capital
childbearing tendencies
generational differences; Pokaż więcej
Wydawca:: Uniwersytet Jagielloński. Wydawnictwo Uniwersytetu Jagiellońskiego
Powiązania:: https://bibliotekanauki.pl/articles/63512470.pdf Link otwiera się w nowym oknie
Opis:: Aim: The present study aims to investigate the effects of social capital components on childbearing tendencies with an emphasis on generational differences. Method: The statistical population of this study is people aged 15 years and older in Babol city. Using Cochran’s formula, 383 people were selected as the sample population and a multi-stage cluster sampling method was used. The research method, survey, and data collection tool was a researcher-made questionnaire whose validity was confirmed through face validity. The reliability of the items was obtained through Cronbach’s alpha of 0.8. Also, the theoretical framework of this study was a combination of theories of social capital and childbearing tendencies. Findings: The results of the Pearson test indicated a statistically significant correlation between some variables of social capital and childbearing tendencies. Furthermore, the results of generation regression analysis on some independent variables (trust, support, and real social network) and research dependent variables showed that 23.7% of the changes in these variables could be explained by generations. Also, the results of social capital regression analysis on childbearing tendencies revealed a relationship between the variables of social trust, social support, and real social network. Among these three variables, social support was found to be the strongest predictor variable with a beta coefficient of 0.387. The results of path analysis, like regression analysis, showed the effect of age, trust, support, and real social network variables on childbearing tendencies; in total, social support variable had the greatest overall effect on childbearing tendencies (0.492).
Dostawca treści:: Biblioteka Nauki

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Skocz do pozycji: 4.

Tytuł:: Etyka pracy i motywacja do pracy osób z różnych grup wiekowych – podobieństwa i różnice
Autorzy:: Chrupała-Pniak, Małgorzata
Grabowski, Damian
Chudzicka-Czupała, Agata
Tematy:: work ethic
self-determined motivation
self-determination theory
generational differences; Pokaż więcej
Wydawca:: Instytut Studiów Międzynarodowych i Edukacji Humanum
Powiązania:: https://bibliotekanauki.pl/articles/2157587.pdf Link otwiera się w nowym oknie
Opis:: The paper focuses on issues of work motivation and work ethic believes presented by members of orga- nizations. Ryan Deci’s Self Determination Theory (2000) and Weber’s work ethic concept (2011) serve as a theoretical basis for the explanation of work attitudes. The aim of our research is to present how the generational affiliation differentiate work ethic and work motivation in three groups of employees. The sample consists of 312 employees from Polish organizations in various industries. The study did not confirm any differences between age groups in their attitude towards work (work ethic), except from the acceptance of hard work. Young workers value the hard work more than others and they believe it leads to success. Significant differences also have been confirmed in the case of amotivation (scores higher for older employees) and external regulation (lower scores in older workers).
Dostawca treści:: Biblioteka Nauki

Artykuł

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Skocz do pozycji: 5.

Tytuł:: Solving Intergenerational Communication Problems in Tourism and Hospitality Enterprises
Autorzy:: Luka, Ineta
Drozdova, Valerija
Šakytė-Statnickė, Gita
Budrytė-Ausiejienė, Laurencija
Tematy:: communication
generational differences
intergenerational communication
intergenerational communication conflicts
adult teaching/learning; Pokaż więcej
Wydawca:: Fundacja Pro Scientia Publica
Powiązania:: https://bibliotekanauki.pl/articles/18674490.pdf Link otwiera się w nowym oknie
Opis:: Aim. The aim of the research is to identify intergenerational communication problems in tourism and hospitality enterprises and define teaching/learning initiatives and methodologies required to develop employees’ competencies to solve intergenerational communication problems. Methods. 12 semi-structured expert interviews with tourism and hospitality business owners and/or top-level management in three countries (Lithuania, Latvia, and Sweden) were conducted to collect information on generational differences in communication and intergenerational communication problems in the company. Qualitative content analysis was applied for data analysis. Results. Nine main groups of intergenerational communication problems have been detected and corresponding teaching/learning initiatives and methodologies that take into account the specific characteristics of each generation are recommended to eliminate each of the problems identified. Conclusion. Generational differences and differences in communication lead to intergenerational communication conflicts in tourism and hospitality enterprises. The suggestions on organising adult learners’ teaching/learning process based on generational differences may be applicable in workplace learning and also in educational institutions providing adult education. Cognitive value. The paper focusses on analysing intergenerational aspects in communication processes in tourism and hospitality enterprises and offers the means of solving communication conflicts by employing certain adult teaching/learning initiatives and methodologies suitable to non-formal and formal adult learning.
Dostawca treści:: Biblioteka Nauki

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Skocz do pozycji: 6.

Tytuł:: Building trust in physicians – the generational differences in the perception of trust in health care sector
Autorzy:: Stasicka, Julianna
Szymański, Igor
Lemańczyk, Joanna
Tematy:: trust
image
generational differences in perceptions
zaufanie
wizerunek
pokoleniowe różnice w postrzeganiu; Pokaż więcej
Wydawca:: Politechnika Śląska. Wydawnictwo Politechniki Śląskiej
Powiązania:: https://bibliotekanauki.pl/articles/58909368.pdf Link otwiera się w nowym oknie
Opis:: Purpose: The purpose of this article is to investigate the generational difference among patients’ trust in medical practitioners and factors creating their credibility. Design/methodology/approach: The theoretical basis is the literature on the subject. In the article, the authors use questionaries to answer to the questions related to image and trust in physicians among people represent different generations. In the empirical part, a survey was conducted among 370 Polish respondents representing generations: Baby Boomers, X, Y, Z. The objective of the research is to investigate patients' perception of the image of physicians and trust in them in Poland. Findings: An analysis of 370 respondents revealed that different generations perceive the image of doctors differently. The overarching theme of trust underpins these results. The surveyed group tends to take a more calculated approach to trust, particularly when their health and lives are at risk or when they have experienced inadequate care more often than unsuccessful treatment in their interactions with healthcare professionals. It is notable that patients express the greatest confidence in the expectation that physicians will uphold medical confidentiality. Research limitations/implications: A relevant problem was reaching representatives of the Baby Boomers generation. In the future, paper surveys can be considered so that digital exclusion is not an obstacle to reaching respondents. Also valuable could be to select one generation group and significantly deepen the research in the areas discussed. Practical implications: It is possible to notice generational differences therefore to adjust the outreach strategy according to preferences and opportunities. Originality/value: This article elucidates a salient concern pertaining to different generational perspectives on medical specialists. Employing survey methodologies, it endeavors to discern the determinants of trust in physicians and the primary reservoirs from which patients solicit recommendations.
Dostawca treści:: Biblioteka Nauki

Artykuł

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Skocz do pozycji: 7.

Tytuł:: Motywy współczesnych wolontariuszy w aspekcie różnic pokoleniowych
Motives of contemporary volunteers in the aspect of generational differences
Autorzy:: Lubrańska, Anna
Zawira, Ewa
Tematy:: wolontariat
wolontariusz
wiek
motywacja
różnice pokoleniowe
volunteering
volunteer
age
motivation
generational differences; Pokaż więcej
Wydawca:: Wyższe Seminarium Duchowne w Łodzi
Powiązania:: https://bibliotekanauki.pl/articles/503260.pdf Link otwiera się w nowym oknie
Opis:: The phenomenon of voluntary work is a very important element in individual and social life. Considering the problem from individual perspective, the author made an empirical attempt to find the answers to the following research questions: What motives to get engaged in voluntary work guided the subjects? Is there a significant generational difference as for the preferred motives? The study was conducted in a group of 60 volunteers (83.3% of women) who represented three stages of adulthood: early, middle, and late adulthood. Two examination tools were applied: a survey examining the motives for becoming a volunteer, and a form for personal details. The obtained data were analysed with the application of percentage distributions.
Dostawca treści:: Biblioteka Nauki

Artykuł

na półce

Skocz do pozycji: 8.

Tytuł:: Różnice pokoleniowe w sposobach wywierania wpływu społecznego u kadry kierowniczej
Autorzy:: Paliga, Mateusz
Pollak, Anita
Tematy:: social influence in organization
generational differences at work
influence tactics
shared leadership
authentic leadership; Pokaż więcej
Wydawca:: Instytut Studiów Międzynarodowych i Edukacji Humanum
Powiązania:: https://bibliotekanauki.pl/articles/2157810.pdf Link otwiera się w nowym oknie
Opis:: It is said that the efficacy of management depends, among other things, on the ability to effectively use different types of social influence (Yukl 2006: 145; Kożusznik 2015). The article focuses on the problem of social influence in organization, being an attempt to present the preferences of younger and older managers for using different tactics of influence as well as shared and authentic leadership. A group of 100 managers from Upper Silesia took part in the study. The results show that age has an impact on the frequency of using particular influence tactics, but does not differentiate the managers in terms of leadership styles. Moreover, the association between influence tactics and leadership styles was investigated and a set of relations between them was confirmed.
Dostawca treści:: Biblioteka Nauki

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na półce

Skocz do pozycji: 9.

Tytuł:: Determinanty motywacji do pracy w grupie pokoleniowej Y.
Determinants of motivation to work in the Y generation group
Autorzy:: Dziubla, Antoni
Opis:: Pierwsze teorie o motywacji pojawiły się w połowie XX wieku. Uczeni poszukiwali odpowiedzi na pytanie: co motywuje ludzi? Mimo wielości teorii wszystkie mają wspólny czynnik, jakim są potrzeby człowieka. Próba zaspokojenia potrzeb motywuje ludzi do działania. Abraham Maslow stworzył teorię hierarchię potrzeb rozdzielając potrzeby na niższego i wyższego rzędu. Na podstawie jego teorii powstały nowe, między innymi teoria potrzeb ERG Claytona Alderfer’a oraz wiele innych. Badania nad motywacją skupiają się na człowieku jako jednostce indywidualnej, mającej własne cele, potrzeby i pragnienia. Nie istnieje uniwersalny sposób na zmotywowanie pracowników do pracy, każdy ma swoje priorytety i ambicje zawodowe. Różnice między ludźmi wynikają między innymi z ich wieku a co za tym idzie przynależności do różnych grup pokoleniowych. Najpopularniejszy jest podział na generację X, Y i Z. Osoby w poszczególnym pokoleniu mają wspólne cechy, które przekładają się na podobne czynniki motywujące ich do pracy. Pokolenie X podporządkowuje się normom i autorytetom, pracownicy charakteryzują się lojalnością, pracowitością i przedsiębiorczością. Pokolenie Y będące obecnie najszerszą grupą na rynku pracy wyróżnia się ciekawością poznawania świata, elastycznością w pracy i potrzebą wyrażania swojego zdania. Najmłodsze pokolenie X utożsamiane jest z technologią, nowoczesnym podejściem do życia i łatwością w podejmowaniu decyzji o zmianie pracy czy miejsca do życia. W pracy przedstawię najpopularniejsze teorie motywacji, czynniki motywujące oraz różnice w poszczególnych grupach pokoleniowych. Rozdział empiryczny zawierają teorie motywacji, czynniki oraz błędy motywacyjne. Druga część dotyczy charakterystyki poszczególnych grup pokoleniowych, ich oczekiwań od pracy oraz wartości jakimi się kierują.
The first theories about motivation appeared in the mid-20th century. Scientists were looking for an answer to the question: what motivates people? Despite the multiplicity of theories, they all have a common factor - human needs. The attempt to satisfy needs motivates people to act. Abraham Maslow created the theory of hierarchy of needs, dividing needs into lower and higher order. New theories were developed based on his theory, including Clayton Alderfer's ERG needs theory and many others. Research on motivation focuses on the human being as an individual with his or her own goals, needs, and desires. There is no universal way to motivate employees to work, everyone has their own priorities and career ambitions. Differences between people result, among others, from their age and thus belonging to different generation groups. The most popular is the division into generation X, Y and Z. People in each generation have common characteristics, which translate into similar factors motivating them to work. Generation X conforms to norms and authorities, employees are characterized by loyalty, diligence and entrepreneurship. Generation Y, which is currently the broadest group in the labor market, is characterized by curiosity about the world, flexibility at work and the need to express one's opinion. The youngest generation X is identified with technology, modern approach to life and ease in making decisions about changing jobs or places to live. In this paper I will present the most popular theories of motivation, motivating factors and differences in different generational groups. The empirical chapter includes motivation theories, factors, and motivational errors. The second part deals with the characteristics of the different generational groups, their expectations from work and the values they hold.
Dostawca treści:: Repozytorium Uniwersytetu Jagiellońskiego

Inne

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Skocz do pozycji: 10.

Tytuł:: Generational Differences, Generations of Western Society, Managing Multiple Generations in the Workplace
Autorzy:: Klimczuk, Andrzej
Wydawca:: Rowman & Littlefield
Cytata wydawnicza:: Klimczuk, A. (2015). Generational Differences, Generations of Western Society, Managing Multiple Generations in the Workplace. In The Encyclopedia of Diversity and Social Justice (pp. 348–352). Rowman & Littlefield.
Opis:: Generational differences in societies are characteristics generally attributed to people’s age that constitute a sociocultural phenomenon. Divisions in the generations differ across nations and extend even to civilizations. Perception and recognition of the different characteristics of each generation affect the cooperation between people in social, political, and economic capacities, and subsequently extend to entities in the public, informal, commercial, and nongovernmental sectors. From the perspective of social justice, it is important to draw attention to how workplace management techniques are used to promote equal opportunities among representatives of various generations.
Dostawca treści:: Repozytorium Centrum Otwartej Nauki

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