Bakgrund: Det finns idag en problematik för kunskapsintensiva företag i Sverige att lyckas bibehålla medarbetare. Detta då den svenska arbetsmarknadens utveckling har resulterat i fler högutbildade medarbetare, vilka generellt känner lite lojalitet gentemot arbetsgivaren. Företags önskan om att bibehålla medarbetare grundar sig i deras strävan att uppnå en låg personalomsättning då det anses positivt för företaget ur flera aspekter. För att studera denna problematik studeras Employee Retention-faktorer utifrån ett generationsperspektiv. Detta då medarbetares jobbvärderingar och därmed preferenser kring viktiga faktorer enligt tidigare forskning till stor del påverkas av generationstillhörigheten. Syfte: Syftet med studien är att utforska vilka faktorer som får medarbetare i olika generationer att stanna inom kunskapsintensiva företag. Detta genom att belysa Employee Retention utifrån ett medarbetarskap- samt generationsperspektiv. Metod: Studien syftar till att undersöka medarbetarnas upplevda verklighet, därför utgår studien från en kvalitativ forskningsmetod. Fallstudiemetoden har tillämpats, då denna är lämplig för att förstå komplicerade sociala företeelser. Ett centralt drag i fallstudier är att kombinera olika datainsamlingsmetoder, därför har 10 semistrukturerade intervjuer samt 25 frågeformulär med medarbetare på valt fallföretag genomförts. En analys av insamlad data har därefter genomförts, vilket resulterat i studiens slutsats. Slutsats: Studien har identifierat de viktigaste Employee Retention-faktorerna inom respektive generation och bekräftar därmed att generationstillhörigheten påverkar de faktorer som får medarbetare att stanna inom kunskapsintensiva företag. Studien har också påvisat att de viktigaste faktorerna som identifierats i respektive generationerna har en tydlig koppling till det psykologiska kontraktet. Om kunskapsintensiva företag tar hänsyn till dessa faktorer och därmed det psykologiska kontraktet, resulterar det i lojalitet och bibehållande av medarbetare. / Background: In the last couple of years there has been an ongoing change in the Swedish labor market where the knowledge-intensive companies find it harder to retain employees. This because highly educated employees generally are less experience less loyal towards the employer. Why companies wish to retain employees is because they aim for a low employee turnover, which is considered to be important for companies in several aspects. The study focus on important variables for employees, which makes them stay at a company, using a generation perspective. This perspective is used because employee’s work values and preferences are found to be affected by generational belonging. Purpose: The purpose of this study is to explore which variables that make employees with different generation belongings stay at knowledge-intensive companies. This by illustrating Employee Retention from the employee’s perspective and using a generation perspective. Method: The study applies a qualitative approach since the purpose is to explore the employee’s experienced reality. A case-study method is also applied since it’s suitable for complicated social phenomenon. Fundamental for a case-study is to combine different data collection methods, which is why 10 semi-structured interviews and 25 questionnaires are made within the case-company. The analysis of the data was then made with directions of an analysis strategy, which lead to the conclusion of the study. Conclusion: This study has identified the most important Employee Retention-variables within each generation, which also acknowledge that the generational belonging affects the variables that the employees value and consequently makes them stay at a company. The study has also shown that the most important variables that are identified in the different generations, also are found in the psychological contract. If knowledge-intensive companies identifies these variables and thereby strengthen the psychological contract, the output will be organizational loyalty and Employee Retention.

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The aim of this study is to expand the knowledge regarding whether the riskperception among investors in different generations in the stock market differs, as well as how it differentiates. This study delves deeper in four different generations, consisting of an age range between 18-78 years. The four generations are the following: Baby Boomers, Generation X, Y and Z. This essay utilizes a quantitative research method, which includes a survey, along with a deductive approach. The survey study involves questions that are intended to differently measure riskperception. Furthermore, the empirical basis is based on relevant statistical methods, containing descriptive statistics, a two-sided unpaired t-test, a regression analysis, and a correlation analysis with the purpose of answering our hypotheses nuancedly, as well as correctly. A 95% confidence interval is applied. With respect to the empirical evidence of the study, a discussion is also made, which thereby is connected to the theories and previous research that are presented in this study. Lastly the essay concludes that there is enough statistical evidence in order to confirm that the riskperception among shareholders between different generations differs in the stock market. Additionally, the study also leads to the conclusion that differences specifically manifest between Generation Baby Boomers and Generation Z. Following that, with the help of the correlation analysis, the empirical evidence confirms that Generation Baby Boomers riskperception is higher in comparison with Generation Z. All and all, the study did not result in any significant differences regarding the rest of the generations. / Syftet med denna uppsats är att undersöka huruvida samt hur riskperception hos investerare inom olika generationer på aktiemarknaden skiljer sig. Generationerna som denna uppsats tittar på är Baby Boomers, Generation X, Y och Z, vilket föranleder till att åldersintervallet är 18-78 år. Studien utgår från en kvantitativ forskningsstrategi i form av en enkätstudie samt är av deduktiv karaktär. Enkätstudien involverar frågor som på olika sätt är ämnade att mätariskperception. Det empiriska underlaget är baserat på relevanta statistiska tester som innefattar t-test, regression och korrelation som tillsammans besvarar hypoteserna. Dessa tester förutsätter ett 95 procentigt konfidensintervall. Med hänsyn till resultaten studien kommit fram till, förekommer även en diskussion rörande resultatet. De resultat som uppsatsen genererat diskuteras med koppling till de teorier och den tidigare forskning som finns. Slutsatsen som kan dras är att det finns tillräckligt med statistiskt belägg för att säkerställa att riskperceptionen hos aktiesparare skiljer sig mellan olika generationer inom aktiemarknaden. Därtill föranleder studien att skillnader specifikt förekommer mellan Generation Baby Boomers respektive Generation Z. Med hjälp av korrelationsanalysen, gårdet även att konstatera att Generation Baby Boomers riskperception är högre i jämförelse med Generation Z. I allmänhet resulterar studien inte i signifikanta skillnader rörande resterande generationer.

The purpose of this study was to identify factors that predict quality of life (QOL) for aging adults and to examine and compare Baby Boomers', Older Adults' and Younger Adults' responses to the 2010 National Health Interview Survey/QOL Functioning and Disability. Significant findings included several significant values based on the multivariate regression to estimate a model to predict QOL. In particular, being male, four ethnicities other than white, being older than Boomer, age in 10 years, the Functional Difficulty Index, the Functional Limitation Index scores, chronic heart disease, asthma, and arthritis all had significant p values. Adults with chronic heart disease, asthma, or arthritis scored lower on the QOL index, but cancer, stroke, or diabetes were not associated with the QOL index. Two hypotheses had strong support. Lower scores on both the Functional Difficulty Index and the Functional Limitation Index yielded lower QOL scores. Further research recommendations include establishing reliability and validity of the QOL index; running additional regressions for demographics (ethnicity, marital status, etc.) to predict possible combinations of variables predicting QOL or barriers to QOL; and investigating the viability of incorporating the QOL index into an electronic medical record (EMR) dashboard parameter to serve as a screening mechanism for those aging adults most at risk for chronicities or co-morbidities that place them at risk for losing their ability to age in place in the home of their choosing.

Topic of this diploma thesis is organizational behavior of various generations with focus on the youngest generation which is present in the workplace. This generation is called Generation Y. The goal is to prove or overcome presumption that Generation Y is very different from previous generations, has different values, working and life style and that organizations will have to put a lot of effort to be able to manage this generation effectively. Thesis include description of graduate strategy which is implemented at Hewlett-Packard. In the end is overall recommendation for companies how effectively lead Generation Y and specific recommendation for Hewlett-Packard, related to current company strategy.

Excerpt: The baby boomer generation is larger than any generation that has preceded it. Boomers are more likely to live longer and better than previous generations, and they have changed jobs more often than previous generations. They understand the necessity and have the desire to be life-long learners.

As organizations become more age diverse, some business leaders face challenges managing a multigenerational workforce. The purpose of this single case study was to explore strategies that leaders at a university in Northwest Florida implemented to retain their age-diverse workforce. The targeted population was higher education business managers who had success with retaining an age-diverse staff. The conceptual framework of the study was Herzberg's 2-factor theory of motivation. A significant tenet of this theory is that employees explain satisfying and dissatisfying experiences based on intrinsic and extrinsic factors related to their job functions. The data collection process included face-to-face interviews with 4 participants and a review of company documents, including the university's strategic plan and diversity and inclusion initiatives. Through coding and thematic analysis, 7 themes emerged that could help leaders retain a multigenerational workforce: foster a diversity-friendly workplace culture, implement effective interpersonal communication strategies, employ a formal approach, encourage a healthy work-life balance, value employees and their differences, offer professional growth opportunities, and eliminate negative generational stereotyping. Developing and cultivating retention strategies may contribute to social change by helping managers and leaders enrich retention rates, thereby increasing employment stability, improving productivity, and enhancing organizational and community relations.

The workforce is diverse on gender, race, ethnicity, culture, work styles, and age. Employees from different generations have varying expectations of what they value from the workplace and therefore approach work differently. Generational differences can lead to mistrust and communication breakdowns. They can also impact job satisfaction and productivity. The Generational Cohort Theory was utilized in this nonexperimental study, and the sample was recruited from CB Richard Ellis Real Estate Group. The purpose of this study was to determine the work values differences among the 4 generational cohorts: Silent, Baby Boomers, Generation X and Millennials. The research questions for this quantitative study first identified the preferred work values, utilizing the Minnesota Importance Questionnaire (MIQ), and sought if there was a statistically significant means difference in those preferred values from 1 generation to another. A 1-way MANOVA was used to analyze the effect of generation cohort affiliation with preferred work values, revealing a positive relationship between cohort and preferred work values. Results indicated that some work values are unique between generations, such as being busy all the time and doing things for other people, and some are shared, including telling people what to do and having good coworkers. Additional research is needed to address the gap in current literature in the areas of autonomy and recognition. The implications for social change include acquiring a greater knowledge of similarities and differences between older and younger workers.. This knowledge is essential for building high-performing teams, for successful recruitment, and employee retention.

This is an examination of how the fictional representation and re-creation of past wars is colliding with the personal video presentations of the Iraq War. It raises questions about how war and art are experienced in a new way and also how “instant history” is made available to the public. Personally recorded footage of the everyday experience of war has altered the way in which society views war and copes with its aftereffects because Generation Y has become a computer based generation. This is a reception study that will show how Generation Y has used the Baby Boomers’ input about the Vietnam War as a basis for its perceptions of historiography and as both a positive and negative framework for its videography.

Abstract The aim of the study was to search for, analyse and describe the visions of the future of representatives of the baby boom generation in Northern Finland concerning their own ageing, the factors affecting their well-being and their social and health care services. Visions of the future are based on views charted in two phases in accordance with qualitative driven mixed method research methodology. The material consisting of narratives describing future visions (n = 39) was collected using the method of empathy-based stories. Analysis of themes revealed three main themes in the narratives: 1. ageing as a subjective and social experience, 2. factors contributing to well-being from the viewpoint of life control and the environment and 3. social and health care services from the viewpoint of operational environments and resources. The material for the second phase was collected with the aid of a questionnaire drawn up based on the results of phase 1 (n = 405). The material was analysed using multivariate methods: main component analysis, K-means Kluster analysis and correspondence analysis. According to the results, ageing consists of subjective and social experience associated with adaptation, resignation and opening up of new possibilities. An existential experience about life, active self-care and a sense of community based on different networks seemed to have increased. Three future scenarios of the role of senior citizens emerged: seniors as objects of actions, as active, participating actors and as actors in their immediate community. A sense of life control, which was associated with the social, physical and symbolical factors of the environment, was seen as a source of well-being in the future. The operational environments and resources of service and support providers made up three categories: public social services and support from the immediate community, varied service networks and support from the immediate community in a wider sense, as well as public health care services and self-help. It was considered both desirable and likely that future services would comprise pre-emptive, versatile and technology-aided service combinations as well as family- and community-based housing services. The information provided by the study contributes to and expands the social, health-policy and nursing science knowledge base. The information may be utilised as basis for planning, decision-making and operation among professionals, NGOs and political decision-makers working with the elderly. Gerontological nursing science research and practical nursing can obtain information about future clients of elderly care services and the operating environments and resources of nursing. / Tiivistelmä Tutkimuksen tarkoituksena oli etsiä, analysoida ja kuvata millaisia tulevaisuudenkuvia pohjoissuomalaisilla suurten ikäluokkien edustajilla on ikääntymisestään, hyvinvointiinsa vaikuttavista tekijöistä ja sosiaali- ja terveyspalveluistaan. Tulevaisuudenkuvat perustuvat näkemystietoon, jota on kartoitettu laadullisesti ohjautuvan monimenetelmällisen tutkimusperinteen mukaisesti kahdessa vaiheessa. Tulevaisuustarinoista (n = 39) koostuva aineisto kerättiin eläytymismenetelmän avulla. Teemoitteluanalyysi tuotti tarinoista kolme pääteemaa: 1. ikääntyminen subjektiivisena ja sosiaalisena kokemuksena, 2. hyvinvointia tuottavat tekijät elämänhallinnan ja ympäristön näkökulmasta ja 3. sosiaali- ja terveyspalvelut toimintaympäristöjen ja resurssien näkökulmasta. Toisen vaiheen aineisto kerättiin 1. vaiheen tuottamien tulosten pohjalta laaditulla kyselylomakkeella (n = 405). Aineisto analysoitiin monimuuttujamenetelmillä: pääkomponenttianalyysilla, K-means Kluster -analyysilla sekä korrespondenssianalyysilla. Tulosten mukaan ikääntyminen muodostuu subjektiivisesta ja sosiaalisesta kokemuksesta, johon liittyy sopeutumista, luopumista sekä uusien mahdollisuuksien avautumista. Eksistentiaalinen kokemus elämästä, aktiivinen itsestä huolenpito ja erilaisista verkostoista syntynyt yhteisöllisyys näyttivät lisääntyneen. Ikäihmisen roolista muodostui kolme tulevaisuudenkuvaa: ikäihminen toiminnan kohteena, aktiivisena osallistuvana toimijana ja lähiyhteisönsä toimijana. Hyvinvointia tulevaisuudessa tuottivat kokemus elämänhallinnasta, joka oli yhteydessä ympäristön sosiaalisten, fyysisten ja symbolisten tekijöiden kanssa. Palveluiden ja tuen tuottajien toimintaympäristöistä ja resursseista muodostui kolme tyyppiä: yhteiskuntavastuiset palvelut ja suppeiden lähiyhteisöjen tuki, monipuoliset palveluverkostot ja laaja-alaisten lähiyhteisöjen tuki sekä julkiset terveyspalvelut ja oma-apu. Toivottavana ja todennäköisenä pidettiin, että tulevaisuuden palvelut sisältävät ennakoivia, monipuolisia ja teknologia-avusteisia palvelukombinaatioita sekä perhekeskeisiä ja yhteisöllisiä asumispalveluita. Tutkimuksessa tuotetulla tiedolla laajennetaan yhteiskunnallista, terveyspoliittista sekä hoitotieteen gerontologista tietoperustaa. Tietoa voidaan hyödyntää ikääntyvien parissa työskentelevien ammattilaisten, kansalaisjärjestöjen sekä poliittisten päättäjien suunnittelun, päätöksenteon ja toiminnan perustana. Hoitotieteen gerontologiselle tutkimukselle ja hoitotyölle tutkimus tuottaa tietoa tulevaisuuden vanhusasiakkaista ja hoitotyön toimintaympäristöistä ja resursseista.