The hospitality industry is increasingly incorporating self-service technology, suchas online booking systems, automated check-in and check-out, and in-roomtechnology, to enhance the customer experience and streamline operations. However,there is limited research on the adoption and usage of self-service technology bybaby boomers (BB) in this industry. This study aims to fill this gap by exploring theadoption and usage patterns of self-service technology (SST) among BBs in thehospitality industry.The paper follows a deductive approach drawing upon the extensive literature on thetopic. With a proposed qualitative viewpoint, the purpose of the study is to identifythe BBs’ attitude when using SSTs in hotels, and furthermore, to understand in whatinstances consumers prefer human interactions over technological encounters. Theempirical data was obtained through interviews that were conducted among 10Swedish BBs. The findings then were analyzed through thematic analysis, towithdraw patterns, similarities and differences.The conclusion of this thesis shows BBs have different preferences when it comes toadopting SSTs. The attitudes ranged from enthusiasm, to avoidance and hesitation.However, the common theme that emerged among all three types of attitudes, wasthe fact that they all prefer to use SSTs as a complementary step to what the hotelstaff will provide. It was also proposed in order to encourage the SST hesitant orSST avoidant group, the service design should be straightforward and theinstructions must be clear.

Place branding refers to the strategical act of attaching a positive reputation to a geographical place. This concept is argued important due to its ability to boost places with advantageous lead when globally competing over financial, cultural and human resources. In 2015, the Nordic Council of Ministers accordingly adopted an official strategy for how to internationally brand the Nordic Region. The strategy includes illustrations of the Region, along with detailed goals on how the Nordics – natively called ‘Norden’ – should be associated and perceived.  Nevertheless, when dissecting the elements of which place-brands are made up by, it is found that residents ‘sense of place’ form an essential component to the quality and success of the place-brand. At the same time, it is recognized that people belonging to different generational groups typically carry different social and cultural frames of references, eventually influencing their perception of the world and potentially even their experienced sense of place.  This study has therefore aimed to examine the convergence between the Nordic Council of Ministers’ Place Branding strategy and the ‘sense of place’ experienced by residents of the Region. Additionally, by comparing results between two generational groups; the ‘Gen-z’s’ and the ‘Boomers’. Practically by answering up to the following research questions: (1) How is Nordic residents experienced ‘sense of place’ differing between generational groups? And (2) How are the outcomes in RQ1 standing in relation to the Nordic place branding strategy?  The study has applied a qualitative methodology using surveys and gathering data from a total of 94 respondents, of which 49 have belonged to the Gen-z group and 45 to the Boomer group.   Concludingly, it has been found that residents’ sense of place in the Nordics in fact is differing between generational groups. In broad, the differences are reflected by a strong sense of Nordic belongingness among Boomers, however, in combination with a sense of the Nordics that is further away from what the strategy is intending to communicate. On the other hand, the Gen-z’s are found to have significantly lower sense of Nordic belongingness, although, together with a more positive sense of the Nordics, that also is more in line with strategy.

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Abstract  Title: Self-service technology and baby boomers: An empirical study of baby boomers’ acceptance towards self-service technologies in supermarkets. Authors: Casper Elheim, Eric Lindén & Hannes Löfquist Institution: Linnaeus University, School of Business and Economics. Program: Detaljhandel and Service Management (180 hp)  Course: 21VT-2FE67E Supervisor: Christine Tidåsen  Examiner: Selcen Öztürkcan Purpose: The purpose of this thesis is to study the personal characteristics of baby boomers, and how these characteristics are affecting the perceived ease of use and perceived usefulness of SSTs. Furthermore, how the perceived ease of use and perceived usefulness, in turn, are affecting the attitudes towards actual system use.  Method: A qualitative interview study was conducted to collect the data required to address the research question and purpose of the degree project. The approach is inductive, with a few deductive elements.  Conclusions: The personal characteristics of an individual within the baby boomer generation did not have the expected impact on the perceived ease of use and perceived usefulness of self-scanning. Decreases and increases in technology innovativeness caused changes in perceived usefulness, and self-efficacy and technology anxiety only affected each other.

In less than two decades, African-American, female, leading-edge baby boomers (AAFLEBBs) will join the retirement population. AAFLEBBs are members of the largest generation in the history of the United States. This generation's economic well being has been threatened by high unemployment rates, factory closings and downsizings, eroding purchasing power, lack of financial management skills, and fluctuating income. There is a growing concern that boomers will not do well financially in retirement. The purpose of this study is to better understand the retirement planning process of eight AAFLEBBs. Also, this study focuses on identifying areas where additional research may be needed regarding retirement planning. This study utilized a qualitative method known as the long interview. Seven factors were identified that affected the retirement planning process of the eight African-American females studied. These factors were: the uncertain social security system, their children, job changes, parents' retirement, the fluctuating economy, day-to-day survival, and career development. Three categories were identified for additional research: retirement planning of baby boomers, methods for acquiring retirement information, and specific concerns of African-American females. One main conclusion resulted from the findings: the majority of the AAFLEBBs interviewed were giving little attention to retirement planning. Further research should be conducted on African-American females in their own context. Researchers should investigate retirement planning and how people can best prepare themselves for this time of their lives. Gerontologists could explore African-American females’ perceptions of aging and what they want to happen in their senior lives. Extension specialists, adult educators, financial planners, and other family economics and management specialists should develop information to help various groups understand the importance of preparing and planning at early ages for their eventual retirement. / Ph. D.

Several philosophical problems are based on an analogy between a real situation and a probabilistic model. Such problems are based on urn analogies. The present dissertation aims to describe and implement a methodology oriented towards the resolution of philosophical problems based on an urn analogy. This methodology is based on the use of the n-universes. To this end, I describe first the n-universes in a detailed way. I also discuss the difficulties of the theory of n-universes related to the demultiplication of the criteria and to the relation one/many between the objects and a given criterion.On the one hand, I present an application of the framework of n-universes to the Doomsday argument and to the problems recently appeared in the literature in keeping with the Doomsday argument. My concern is also with showing how the application of the framework of n-universes to several problems and thought experiments related to the Doomsday argument helps clarifying the problem data and making disappear the associated ambiguity. I present then an analysis of the following problems related to the Doomsday argument: the two urn case, God's Coin Toss, the Sleeping Beauty Problem, the Presumptuous Philosopher, Lazy Adam, and the Shooting-Room Paradox. I present lastly a solution to the Doomsday argument, based on a third route, by contrast to two types of solutions classically described.On the other hand, I present an application of the framework of n-universes to Goodman's paradox. I replace first Goodman's statement in the framework of n-universes. I propose then a solution to the paradox, based on a distinction between two different modelizations of Goodman's statement in two structurally different n-universes.

This dissertation investigates telework participation within the US federal government, structured through three interconnected articles from a human resource management perspective. It sheds light on the factors critical for the successful implementation of telework including human resource management (HRM) practices, differences among generational cohorts, and the role of line managers. Chapter 1 presents the motivation for this dissertation, theoretical foundations, an overview of telework within the US federal government, and a summary of the three research studies conducted. Chapter 2 introduces the first manuscript, which examines the impact of HRM practices on telework participation among US federal employees using the Ability, Motivation, and Opportunity (AMO) framework. This study analyzes data from the 2015 Federal Employee Viewpoint Survey (FEVS) through multinomial logistic regression. The results highlight that skills enhancement, promotional opportunities, and cooperative work environments significantly correlate with the likelihood of telework participation. Chapter 3, the second manuscript, applies generational cohort theory to investigate differences in telework participation among generational groups. Utilizing multinomial logistic regression analysis on FEVS data from 2013, 2014, and 2015, the study finds varied preferences for telework across Millennials, Generation X, Late Baby Boomers, and Early Baby Boomers. Generation X shows the most likelihood of telework participation compared to Millennials and Baby Boomers, with Early Baby Boomers displaying the least inclination. Chapter 4, the third manuscript, assesses the role of line managers as HRM partners and facilitators in telework participation. Applying Leader Member Exchange (LMX) theory and 2015 FEVS data, the study finds that the quality of relationships between line managers and employees -marked by mutual trust, support, and respect – enhances the likelihood of telework participation. Chapter 5 concludes this dissertation with summaries of research findings, theoretical and practical implications, research limitations, and avenues for future research directions. / Doctor of Philosophy / This dissertation investigates telework challenges within the US federal government, focusing on key factors that contribute to successful telework implementation. It consists of three interconnected studies, each addressing different aspects of telework from a human resource management perspective. The first study examines how human resource management (HRM) practices influence telework participation among federal employees. It found that skills enhancement, fair promotion opportunities, and cooperative work environments significantly increased the likelihood of teleworking. These findings suggest that HRM systems need to be adaptive and supportive through the alignment of practices with telework goals to ensure effective implementation. The second study explores generational differences in telework participation. The research showed that Generation X employees are the most likely to participate in telework, followed by Millennials and Late Baby Boomers, while Early Baby Boomers are the least likely. These findings underscore the importance of tailoring telework policies to the preferences of different generational groups. The third study focuses on the role of line managers in supporting telework. It demonstrated that strong relationships between employees and their supervisors, characterized by mutual trust, support, and respect, significantly enhance telework participation. This highlights the critical role of managerial support in successful telework programs. The dissertation concludes with a summary of research findings, practical implications for managing telework in the federal government, and recommendations for future research. These insights can help public sector organizations develop effective telework programs that meet the diverse needs of their employees.

Most individuals spend more than half their lives as single due to divorce, widowhood, and remaining single (Simpson, 2016). Singlehood, in general, has meant not being in a heterosexual relationship. Historically, lesbian women have been considered single because their relationships were not legally recognized. Single women and lesbian women have had more choices to live outside heterosexual marriage, financially and with social acceptability, in the later portion of the 20th century and in the early 21st century than previously. Single sexual minority women of the baby boom came of age during this time and are beginning to plan for and enter into old age. This study used qualitative methods to study how single sexual minority women of the baby boom cohort defined family and planned for their later years. Women from the baby boom cohort who are currently single and identify as a sexual minority were connected to their family of origin and extended families in their youth, focused on romantic relationships during adulthood, and currently identify their family as biological and chosen family. The women had formal and informal plans for their future as they continue to age. Limitations, future directions, and implications are also discussed. / Ph. D. / Within the United States, most individuals spend more than half their lives as single. Singlehood, in general, has meant not being in a heterosexual relationship. Historically, lesbian women have been considered single because their relationships were not legally recognized. Single and sexual minority women are recently more able financially and with social acceptability, to live outside heterosexual marriage. Single sexual minority women of the baby boom came of age during this time and are beginning to plan for and enter into old age. This study used interviews to research how single sexual minority women of the baby boom cohort defined family and planned for their later years. Women from the baby boom cohort who are currently single and identify as a sexual minority were connected to their immediate family and extended families in their youth, focused on romantic relationships during adulthood, and currently identify their closest circle as biological and chosen family. The women had formal and informal plans for their future as they continue to age with a desire to remain independent for as long as possible. Discussions around sexuality in relation to singlehood also emerged during the interviews.

The purpose of this study was to conduct evaluation research on the implementation of the Baby and Mother Friendly Initiative in Namibia in order to identify its successes and failures, as well as to develop guidelines for the strengthening of the programme. An evaluation research design using a sequential mixed-methods approach to collect qualitative and quantitative data was conducted. In phase 1, qualitative data were collected through face-to-face interviews. Participants were the chief health programme officer for nutrition at national level and nurse managers in charge of the baby and mother friendly hospitals. In phase 2, quantitative data were collected from 391 registered and enrolled nurses/midwives working in the baby and mother friendly hospitals through a self-administered questionnaire. Both phases 1 and 2 indicated partial implementation of the Baby and Mother Friendly Initiative programme. Factors influencing the implementation positively or negatively were identified. The integrated findings formed the basis of guidelines to strengthen the programme. Nine guidelines were developed and validated. / Health Studies / D.Litt. et Phil. (Health Studies)

Le but de cette recherche est de déterminer si l'appartenance à un groupe générationnel influence la relation entre les pratiques de gestion et l'engagement organisationnel. En effet, il est suggéré dans différents écrits que les organisations devraient adapter leurs pratiques de gestion en fonction des différentes générations. En outre, ces dernières auraient des préférences contrastées face à leur environnement de travail. De plus, il semble que les différents groupes générationnels ne seraient pas mobilisés par les mêmes styles ni par les mêmes pratiques de gestion. De toute évidence, il est de plus en plus question de choc des générations. Dans un contexte où les organisations doivent composer avec une main-d'oeuvre plus rare et plus diversifiée, les effets de la mobilisation font en sorte qu'une main-d'oeuvre mobilisée devient un avantage concurrentiel. Or, puisque les différents écrits portant sur les générations indiquent que les organisations doivent adapter leurs pratiques de gestion en fonction de leur main-d'oeuvre, une recherche sur la relation entre les pratiques de gestion, les groupes générationnels et l'engagement organisationnel s'avère pertinente. L'objectif principal de cette étude est donc de vérifier si l'appartenance à un groupe générationnel influence la relation entre les pratiques de gestion et l'engagement organisationnel. Notre étude a été menée auprès d'une population qui oeuvre dans les services d'experts-conseils. A l'aide d'un questionnaire auto-administré, nous avons sondé 396 personnes (taux de réponse de 43 %), réparties dans la région des Cantons-de-l'Est et de Québec/Chaudière-Appalaches. Nous avons mesuré les facteurs suivants : les pratiques de gestion, les caractéristiques individuelles, les groupes générationnels et les trois composantes de l'engagement organisationnel. Les résultats de notre recherche n'ont pas fait ressortir de différences significatives entre les quatre générations à l'étude et le niveau d'engagement organisationnel. Par contre, il apparaît qu'il existe une différence entre les générations en ce qui concerne le degré d'importance accordé à certaines pratiques de gestion. De plus, il nous a été possible de faire ressortir des relations entre les pratiques de gestion et l'engagement organisationnel. Plus précisément, nous avons détecté une relation entre les pratiques d'aménagement du temps de travail, de reconnaissance monétaire, de développement des compétences et de la gestion de carrière avec l'engagement affectif, ainsi qu'une relation entre les pratiques de gestion de la performance et de possibilités de jouer de nouveaux rôles et l'engagement moral. Aussi, nos résultats ont fait ressortir une différence entre les générations et le degré d'importance accordé aux pratiques de développement des compétences et de gestion de carrière, de gestion de la performance, d'aménagement du temps de travail et de rémunération. Finalement, nos résultats indiquent que l'appartenance à un groupe générationnel n'a pas d'effet médiateur sur la relation entre les pratiques de gestion et l'engagement organisationnel.