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Full-Text Articles in Social and Behavioral Sciences
Generational Growing Pains As Resistance To Feminine Gendering Of Organization? An Archival Analysis Of Human Resource Management Discourses, Kristen Lucas, Suzy D'Enbeau, Erica P. Heiden
Generational Growing Pains As Resistance To Feminine Gendering Of Organization? An Archival Analysis Of Human Resource Management Discourses, Kristen Lucas, Suzy D'Enbeau, Erica P. Heiden
Kristen Lucas
Guided by a feminist communicology of organization framework, we examine generational growing pains by analyzing discourses appearing in HR Magazine at three different points in time, which approximately mark the midpoint of Baby Boomers’, Gen Xers’, and Millennials’ initial entry into the workplace. We reconstruct historically situated gendered discourses that encapsulate key concerns expressed by human resource management professionals as they dealt with younger generations of workers: Personnel Man as Father Knows Best (1970), Human Resource Specialist as Loyalty Builder (1990), and Talent Manager as Nurturer (2010). We propose that frustrations expressed by older generations about Millennials may not be …
Leadership Satisfaction And Turnover Intention Among Public Sector Employees, Marcia Bennett
Leadership Satisfaction And Turnover Intention Among Public Sector Employees, Marcia Bennett
Walden Dissertations and Doctoral Studies
The changing demographics of the federal workforce require managers to understand generational differences in experiences, values, and leadership preferences that can negatively impact an agency's ability to fulfill its mission. There is a gap in the literature regarding generational cohort perceptions of employee satisfaction with leadership and turnover intention in the Small Business Administration (SBA). The purpose of this quantitative, cross-sectional study was to examine the generational perceptions of SBA employees regarding leadership satisfaction and intent to leave the organization within the next year. Strauss and Howe's generational theory served as the theoretical framework. This non-experimental quantitative study used the …
A Grounded Theory Of Millennials Job-Hopping, Deborah L. Rivers
A Grounded Theory Of Millennials Job-Hopping, Deborah L. Rivers
Walden Dissertations and Doctoral Studies
Corporations are finding it challenging to attract and retain the top talented Millennials. Their frequent job-hopping is costing the U.S. economy $30.5 billion annually despite corporations' best efforts to retain them. The central research question concerns the decision-making process that Millennials use to decide whether to job-hop or stay with an organization. The purpose of this qualitative study was to develop a theory that explains the Millennials' process for deciding whether to job-hop or stay with an organization. The conceptual framework for this grounded theory research is generational theory, Herzberg's hygiene and motivational factors, and psychological contract theory. The data …