Entrepreneurs are seen to play a vital role in the growth of an economy, particularly in an emerging market such as South Africa. To date, there has been a limited amount of research concerning the drivers, influences and factors that predispose an individual towards entrepreneurial intent within the South African context. Equally so, there is little research on generational theory and how this relates to entrepreneurial activity as a whole. This study focuses on comparing the X and Y generational cohorts in terms of their propensity towards entrepreneurial intent within the context of South Africa. Research was conducted following an in depth literature review which focused on the concept of entrepreneurship and its effect on the economy, generational theory and the interaction and influence of generational cohort theory on the drivers of entrepreneurial intent. The data gathered through the course of the literature review was utilised as a theoretical foundation on which to build propositions of entrepreneurial intent and from which a quantitative survey instrument was developed. The quantitative survey was open to any South African individual who falls within the X or Y generational cohort as defined in this study.Key findings include similarities and differences between the X and Y generational cohort individuals in terms of the following aspects: education and entrepreneurial training; exposure to technology; problem solving; leadership orientation; visionary perspective; the influence of family and organisational support networks; creativity and innovation, attitude towards risk-taking and self-confidence. It is hoped that the findings contribute to the existing literature on entrepreneurial intent and in particular to that within the South African context of the X and Y generational cohorts. Copyright / Dissertation (MBA)--University of Pretoria, 2010. / Gordon Institute of Business Science (GIBS) / unrestricted

Existing research on the Millennial generation has focused on identifying the workplace attributions and stereotypes between generations, and the relationship between those attributions and stereotypes, as related to organizational commitment. However, research has not addressed which workplace characteristics influence organizational commitment of the Millennial generation. Herzberg's 2-factor theory was used to investigate the relationship between workplace characteristics and organizational commitment of the Millennial generation. The purpose of this quantitative study was to determine whether workplace characteristics influence organizational commitment in the Millennial generation. This quantitative study used the Minnesota Satisfaction Questionnaire and the Organizational Commitment Questionnaire. A convenience sample of 215 individuals born between 1984 and 1998 were surveyed. The key research questions investigated which workplace characteristics had the greatest impact on organizational commitment. The results indicated that self-management of career paths, combined with opportunities for employee development provided the best predictors for organizational commitment of the Millennial generation. These 2 variables accounted for 21% of the variance of the OCQ (R = .463, R²=.21).By understanding which workplace characteristics impact organizational commitment, organizations will be able to reduce turnover, employees will become more committed to the organization, which may provide employers with a greater opportunity to develop future leaders of their organizations and thereby initiate positive social change at the level of the individual employee and the organization.

Thesis advisor: Matthew S. Rutledge / In the past several decades, saving for retirement has significantly changed, with the large replacement of Defined Contribution for Defined Benefit plans, as well as the unreliability of Social Security given the aging population. This paper analyzes retirement wealth across three generational cohorts—Baby Boomers (1946-1964), Gen Xers (1965-1980), and Millennials (1981-2000)—in order to compare preparedness and determine whether or not younger cohorts have compensated for the future unreliability of other traditional retirement income sources. The results suggest that levels of retirement wealth do not significantly differ across cohorts at all age profiles. Therefore, younger generational cohorts have not increased the amount of personal saving in order to maintain their pre-retirement standards of living throughout retirement. These results indicate that a change in saving structure and policy may be necessary to ensure that younger cohorts retire out of poverty. / Thesis (BA) — Boston College, 2017. / Submitted to: Boston College. College of Arts and Sciences. / Discipline: Arts and Sciences Honors Program. / Discipline: Economics.

By operationalizing Gordon's definition of structural assimilation, I examine occupational prestige, income, and educational attainment across four immigrant groups: 1.5 generation, 2nd generation, 3rd generation, and 4th generation. Additionally, I analyze the effect of religious affiliation, frequency of attendance, religious conversion, context of reception, and selective acculturation on each of the three measures of structural assimilation. Ethnic origin, gender, and age are implemented as control variables. Results provide evidence that religion does affect measures of structural assimilation. While impacts on occupational prestige and income seem minimal to non-existent, the effect of religion on educational attainment is more substantial. Religion indirectly affects occupational prestige and income outcomes due to their strong relationship to educational attainment.

This research examines the political implications of the Millennial generation on American politics by exploring the interaction of generational cohort with race, social issues, and civil liberties. Relying on the 2016 Collaborative Multiracial Post-Election Survey and the 2018 General Social Survey, I examine (1) Millennial attitudes toward race and ethnicity by looking specifically at racial linked fate, (2) how Millennials interact with race and evangelical Christianity and how this interaction influences social policy preferences, and (3) how generational factors influence Millennial attitudes toward American civil liberties. I find that there are measurable effects of generational cohorts on the predicted value of Linked Fate for racial minority groups in the United States. My results suggest that Millennials are significantly more likely to have higher levels of linked fate for Latino and Asian Americans. However, I do not find sufficient evidence to suggest that African Americans' level of linked fate is affected either positively or negatively for Millennials. Second, for the investigation on social policy, the results suggest that those who sit at the intersection of the three groups- the Latino-Millennial evangelicals- hold policy preferences that contrast from those who are solely either Latino, Millennial, or evangelical. Latino-Millennial evangelicals are significantly more likely to hold liberal policy preferences on issues of climate change but more conservative attitudes on aid to the poor. Lastly, on issues of American civil liberties, the results indicate that Millennials are far more likely to support free speech (even for controversial actors), than both the Boomer generation and Generation X. Millennials are also more likely to oppose governmental intervention in religion and are significantly more likely to support abortion rights for women.

Aim The aim of the thesis is to examine if there are internal variations within generation Y and to what extent it is in their online clothing purchase intention, based on existing knowledge of factors influencing them. Methodology A survey was distributed online to Swedish generation Y residents, born between 1979 and 2000. Thus, primary data totalling 114 responses were collected and analysed by using analysis of variance (ANOVA) and multivariate analysis of covariance (MANCOVA). The non-probability sampling technique was applied using convenience and snowball sampling methods. Results There were no statistically significant differences in the effect of perceived risk, perceived benefit and personal factors on purchase intentions within generation Y (Y1, Y2 and Y3 groups) towards online clothing purchase. Practical implication As generation Y is an attractive segment to business managers, this research affirms the previous studies confirming generational cohort as a suitable way of categorising consumers. Thus helping managers in market segmentation strategies. Originality/Value This study contributes to the literature on generational cohorts by questioning the concept of cohort and how reliable it is for business managers to use in market segmentation.

Background: Anecdotal accounts of stereotypes and/or generalisations about perceived generational differences within the workplace have become commonplace. Generational cohort theories are often used to identify generational cohorts of employees that are argued to be different, including having differing expectations, needs, preferences and even values. In addressing and/or accommodating such individual differences organisations are increasingly adopting strategies and interventions that take such generational differences amongst employees into account (Costanza & Finkelstein, 2015). Addressing generational differences within the workplace has particularly become popular in the design and implementation of total reward or remuneration and recognition strategies, policies and practices. Understanding generational and/or demographic characteristics, specifically differences, that create distinct cohorts allow organisations to design reward and recognition packages that create distinctly unique value for their employees. Offering tailored or more focused reward strategies and practices, designed with individual differences in mind are believed to enhance attraction, employee engagement and retention and so allow an organisation to bolster its competitive advantage and contribute to sustained organisational success (Snelgar, Renard, & Venter, 2013). In support of this notion, empirical studies are showing promising results for targeted reward strategies and practices. Rationale for the Research Study Effective talent management, i.e. attracting, engaging and retaining sought-after highly skilled employees is critical for the success of any organisation. However, organisations are increasingly experiencing challenges in recruiting, motivating and retaining scarce human capital, colloquially referred to as talent (Barkhuizen, 2014). Failure on the part of organisations to understand and adapt to differences in the workforce may result in them not being able to attract the talent required; keep employees motivated and engaged; and experience unintended employee turnover which is associated with notable direct and indirect costs for them (Westerman & Yamamura, 2007). Organisations, therefore, are constantly searching for new and innovative approaches to more effectively attract, retain and engage employees (Snelgar et al., 2013). There is a growing body of research (Haynes, 2011; Snelgar, Renard, & Venter, 2013) that has shown that identifying distinct reward and recognition preferences amongst cohorts of employees and targeting reward and recognition strategies accordingly, is showing promising potential in this regard. When designing and implementing targeted approaches to reward and recognition, employee cohorts are most often identified using generational cohort theory, i.e. using various established guidelines to group employees into generational cohorts that are believed to be distinctly different to one another, while those within these groups being more similar than not. Results obtained from studies using these various employee cohorts as a framework have been used to inform the design of targeted reward and recognition practices and policies. Generational cohort theory is, however, mostly grounded on a set of historical events that took place in the United States of America (USA). Despite this, the American-based framework used to identify individuals belonging to various generations has been adopted globally, both within organisations and even used in research studies published in peer-reviewed literature. However, several authors have criticised the indiscriminate use of a popular American-based generational framework, i.e. focusing on events affecting Americans arguing that this has resulted in a somewhat narrow or even skewed view generational cohorts. These authors have gone as far as to argue that the American-based generational framework may not be appropriate or ineffective outside of the USA at all (Close, 2015). Following this reasoning, they have called for alternative frameworks that create distinct generational cohorts relevant in contexts outside of America, i.e. based on different events and criteria more applicable to those contexts. Aim of the research study The aim of the present study was to investigate the reward preferences of a broad range of employees in an effort to assess whether the popular generational model of Strauss and Howe (1991) is relevant and/or as effective in a non-American context, as well as to possibly find support for alternative perspectives or approaches to identify distinct generational cohorts in organisations that may be more appropriate and/or effective when designing reward offerings for different cohorts of employees. Given time and cost constraints, South Africa was chosen to investigate this claim given that it is a developing economy (vs the USA being a developed economy) and has a different set of notable events that have shaped its history to that which is applicable to the USA. Given the aim of the present study, an exploratory research design was considered most appropriate to investigate generational cohort theory within a non-American context as a framework to identify employee groups/cohorts that have distinctly different total reward preferences. For the purposes of the present study, it was decided that a quantitative approach would be followed as it is most useful to draw conclusions or inferences related to the total reward preferences of employee groups/cohorts. The present study followed a non–probability or convenience sampling approach with a realised sample of 169 respondents. The majority of respondents were Coloured and were further female, with majority of attaining a qualification post matric. Main results and findings A one-way Analysis of Variance (ANOVA) revealed no statistically significant difference between the generational groups based on the popular generational model of Strauss and Howe (1991), nor for a proposed generational cohort framework that was designed for the purposes of the present study and which was based on notable South African historical events. Following a data-driven exploratory approach, cluster analysis, on the other hand, yielded three distinct generational cohorts based on their perceived reward preferences for typical total rewards elements. Significant differences in the total reward preferences of respondents born after 1994 and those before 1994. Choice-based modelling (choice-based conjoint analysis) revealed that most respondents considered financial rewards as being the two most preferred total reward elements for them, including remuneration (guaranteed pay) followed by benefits and then non-financial rewards (work-life balance being the most preferred non-financial reward preference). Theoretical and Practical Implications Numerous research studies have made use of the popular American-based generational model to identify the reward preferences of cohort groups, without taking into account context-specific variables. There is further a dearth of empirical research that has been conducted to investigate generational cohort theory specifically, while none were found that were conducted in developing economies, such as South Africa. The present study address this gap in current literature. The use of choice-based modelling or choice-based conjoint analysis, furthermore, makes a methodological contribution given that this method is seldom found in total reward preference studies. This method was shown to identify total reward preferences that could not be determined using a field-survey or questionnaire. Choice-based modelling is different to typical survey approaches in that it is better able to replicate human decision making, i.e. assessing relative importance of attributes and levels based on combinations of choices and related sacrifices that humans deal with when making a choice-decision. In terms of the practical contribution of the present study, the results provide insights for organisations that may be incorporated when designing differentiated total reward strategies to accommodate and/or address the needs of the different generational groups.

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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 U.S. Office of Personnel Management reported the productivity levels of the American multigenerational workforce decreasing as leaders strive to actively engage employees to improve organizational output. The purpose of this qualitative single case study was to explore what leadership strategies federal government managers use to engage a multigenerational workforce. The conceptual framework consisted of Kahn's employee engagement theory and Strauss and Howe's generational cohort theory. The sample consisted of 3 federal government managers within metro Atlanta, Georgia who had successfully managed a multigenerational workforce, demonstrated through the feedback they received from their employees. Data were collected using face-to-face semistructured interviews and a review and analysis of company documents. Data analysis consisted of applying Yin's 5 step data analysis process, and member checking and methodological triangulation of the data strengthened the trustworthiness of interpretations. Emergent themes included generational differences; strategies for working with multigenerational differences; and strategies for engaging a multigenerational workforce. The most effective strategies involved training, communication skills, and team building. Findings from this study may contribute to social change by providing federal government managers with the framework for understanding and engaging its multigenerational workforce, which can result in promoting positive relationships between coworkers, families, and communities. Positive relationships in the workforce may increase employee morale and motivation and decrease employee turnover and the unemployment rate.