Thesis (Ph. D.)--Virginia Polytechnic Institute and State University, 1994. / Vita. Abstract. Includes bibliographical references (leaves 77-82). Also available via the Internet.

Sverige kommer inom en snar tid att stå inför stora förändringar på arbetsmarknaden gällande generationer. Baby boom generationen kommer att gå i pension och arbetsmarknaden tas över av generation X och Y. Genom att baby boomers lämnar arbetslivet och tar med sig sina kunskaper, blir det ett stort tomrum som kan vara svårt att fylla av de nästkommande generationerna. Emellertid har generation X och Y andra kunskaper som baby boomers saknar. Karakteristiska värderingar återfinns hos de olika generationerna, exempelvis värdesätter baby boomers hårt arbete och lojalitet. Generation Y tycker däremot att tillfredställelse i arbetet samt fritid är av betydelse. Vårt syfte är att undersöka huruvida det finns skillnader mellan generationerna inom arbetslivet kring värderingar och attityder. Värderingar kan liknas vid begreppet organisationskultur eftersom det hjälper medarbetare att få en känsla av identitet och samhörighet inom arbetslivet. Detta leder till gemensamma mål och visioner, vilket på sikt ökar produktiviteten. Både en kvalitativ samt kvantitativ metod tillämpades, vilket genomfördes med hjälp av tre intervjuer samt 68 enkäter på både kundsupport och bankkontor. Undersökningen visar att det inte finns stora skillnader mellan generationernas värderingar och attityder inom den undersökta banken. Organisationskulturen är stark vilket leder till att värderingarna inte syns. Fortsättningsvis visar resultatet att kulturen är starkare än egenskaperna som är karakteristiska för varje enskild generation. Resultatet visar slutligen att ett flertal av de teoretiska värderingarna inte stämmer överens med medarbetarnas svar. Det finns en märkbar skillnad mellan de båda avdelningarna, vilket kan förklaras genom arbetsgruppens storlek samt den egna organisationskulturen. / Within a short time, Sweden will be undergoing major changes on the labor market regarding generations. The Baby boom generation will retire soon and the labor market will mostly consist of Generation X and Y. By leaving the labor market, the Baby boomers are taking their knowledge with them; consequently there will be a huge void, which can be difficult to fill by the next generations. However, Generation X and Y have other knowledge, which the Baby boomers lack. Characteristic values are found among the generations. The Baby boomers value hard work and loyalty while Generation Y value a balance between the private and working life. Our purpose is to examine whether generational differences in the workplace on values and attitudes exist. Values can be similar to the organizational culture because it helps the employees to gain a sense of identity and belonging in the workplace. This leads to common goals and visions, which eventually increases productivity. Qualitative and quantitative methods were used, which was implemented through three interviews and 68 surveys on both the customer service and bank office. The study shows that there are not major differences between the values and attitudes of the generations within the examined bank. The organizational culture is strong, leading to values being hidden. Furthermore, the result shows that the culture is stronger than the traits, which are characteristic of each generation. Lastly, the results indicate a number of the theoretical values do not agree with what the employees responded. A notable difference between the two departments can be explained by the size of the working group and their own organizational culture.

Thesis (D. Min.)--New Orleans Baptist Theological Seminary, 1996. / Includes abstract and vita. Includes bibliographical references (leaves 184-189).

Project (D. Ed. Min.)--New Orleans Baptist Theological Seminary, 2008. / Abstract and vita. Includes final project proposal. Includes bibliographical references (leaves 150-153, 51-54).

Thesis (D. Min.)--Erskine Theological Seminary, 1998. / Abstract. Includes bibliographical references (leaves [137-141]).

Project (D. Ed. Min.)--New Orleans Baptist Theological Seminary, 2008. / Abstract and vita. Includes final project proposal. Description based on Print version record. Includes bibliographical references (leaves 150-153, 51-54).

Thesis (D. Min.)--Erskine Theological Seminary, 1998. / Abstract. This is an electronic reproduction of TREN, #064-0046. Includes bibliographical references (leaves [137-141]).

This master thesis aims to identify work-related factors making Belgian nurses consider leaving their job voluntary and to compare the work-related factors across different generations. The purpose of this master thesis has a descriptive nature of research. The research approach chosen is a deductive approach and the research design chosen is a quantitative research design. Cluster sampling in combination with simple random sampling was used as sampling technique. 128 nurses were surveyed from April to May 2016. Nurses who reported to leave the organization due to retirement reasons, temporary employment contract or maternity leave were excluded from the study as this study investigates the voluntary turnover intention. A total of 68 nurses were included in the study which indicates an overall response rate of 53 %. Numerous of the findings in this master thesis are consistent with previous studies on turnover intention of different generations in other western-countries than Belgium. The work-related factor workload was most often reported by Belgian nurses with no intention to leave their job. Belgian nurses with an intention to leave their job indicated most often the work-related factor (non-)financial benefits. The generation-specific findings indicated both similarities and differences between the work-related factors selected. It was observed that Baby Boomers with an intention to leave their job selected most often variables related to the work-related factors (non-)financial benefits, supportive organization and workload. The variable lack of recognition appeared among Baby Boomers with an intention and no intention to leave their job. Surprisingly was the often selected variables lack of direct and/clear feedback on performances and unsupportive supervisor among Baby Boomers with professional turnover intention. Further, it was observed that Generation Xers with an intention to leave their job selected most often variables related to the work-related factors supportive organization, communication, (non-)financial benefits, work content and workload. The variables inadequate opportunity for advancement/professional growth and imbalance work-life appeared among Generation Xers with an intention and no intention to leave their job. Generation Yers with an intention to leave their job selected most frequently variables related to the work-related factors (non-)financial benefits, workload and commitment. The variables inadequate salary and opportunities elsewhere appeared among nurses with an intention and no intention to leave their job. Surprisingly was the often selected variable inadequate salary among Generation Yers with professional turnover intention.

Cette thèse s'inscrit dans un paradigme compréhensif et herméneutique et dans une démarche de recherche qualitative. Elle utilise l'autoethnographie comme méthodologie. L'autoethnographie cherche à comprendre une histoire singulière sociohistoriquement inscrite dans des contextes culturels déterminés L'autoethnographie est à la fois une méthode de recherche, un style d'écriture, une oeuvre et une aventure transformatrice à travers laquelle la chercheure devient le sujet de son histoire. Ici, c'est la vie et l'expérience de la chercheure qui constitue le corpus des données. L'autoethnographie offr une invitation sensible à créer une relation dynamique entre la personne qui raconte son histoire et ses lecteurs. C'est une approche originale, qui fait appel à la vulnérabilité, à la sincérité et à l'authenticité de la chercheure. Le style d'écriture vise à décrire, à montrer et invite à pénétrer la réalité de l'expérience plutôt qu'à théoriser, expliquer ou défendre des certitudes. Cette thèse dévoile la quête transpersonnelle du sujet-chercheure qui traverse une vie d'élève, de mère, d'enseignante, d'étudiante, de formatrice d'adultes et, enfin, d'enseignante en formation initiale à l'enseignement. Une quête vécue dans la culture de l'éducation et qui s'est actualisée à travers des moments clés où se joue, dans et pour la chercheure, une tension entre des approches éducatives centrées sur la personne et son potentiel, et d'autres approches centrées sur les instruments, les contenus et l'évaluation. Cette autoethnographie est présentée sous forme de vignettes qui offrnt au lecteur l'accès à des moments significatifs de vie. La production des données s'est faite à l'aide d'outils variés tels le journal de recherche, le récit de vie, des récits phénoménologiques, des photographies, des poésies, des extraits de travaux d'étudiantes, des documents et des articles. Ces données ont été analysées et interprétées de manière qualitative et en mode écriture en vue de permettre une meilleure compréhension de l'autrice et de sa praxis.

The dissertation examines how changes in the race, gender and age composition of poverty over the past twenty years are linked to the unique experiences of particular birth cohorts. Demographer Richard Easterlin argues that generations born between 1944 and 1963 (the 'baby boom') face exceptional labor market competition and economic vulnerability due to their large numbers. Extending this theory, the central question of the dissertation is: Have families headed by the baby boom generation been more likely to be poor in the 1970s and 1980s compared to families headed by generations born prior to the baby boom? The findings indicate that among whites, the answer is clearly 'yes.' For African Americans, the answer appears to be 'no.' Results consistently show that the risk of poverty has been increasing with each successive generation of white family born since 1944. On the other hand, there is no evidence that black families headed by an individual born during the baby boom are more likely to be poor than those headed by previous generations. For both races, however, the most striking finding concerns the generation which was born after the baby boom. White and black families headed by adults born since 1964 are more likely to be poor compared to families headed by the older generations. The cohort effects on poverty are net of family structure, age of the family head, and period. The effects also persist controlling for employment variables which reflect labor market competition. Hypotheses about demographic trends in poverty from 1967 to 1987 are tested using multivariate analyses of a cross-sectional dataset (the Current Population Survey) and a longitudinal dataset (the Panel Study of Income Dynamics). Log-linear analyses of the Current Population Survey decompose the effects of family structure, age, period and cohort on poverty for all families as well as families headed by women. Discrete-time event history analyses of the PSID are used to model poverty among all families in any given year between 1969 and 1987. The dynamics of poverty are further examined in comparisons of nested multinomial logistic regression models of poverty entrances and exits among wives and female-headed families.