ABSTRACT Problems with high turnover in nursing has escalated during the last years both nationally and internationally. according to previous research job satisfaction and quality of care was connected to specific features of the hospital work environement. It was also recommended by Coomber & Barriball (2007) to analyze job satisfaction at ward level with qualitative interviews to get a deeper and more extended insight in which specific features are of importance. The aim of this study was to investigate and describe the experiance of job satisfaction in relation to quality of care from nurses perspective. This study was carried out at an orthopaedic ward with primary nursing as organizational context of care. Two focus group interviews were conducted, they comprised nine nurses with at least two years experiance of primary nursing. A qualitative content analysis with inductive approach was used in order to develop more detailed insights of potential factors influencing work satisfaction at ward level. Two themes were identified. Theme (1).Factors of importance in the hospital work environement that affect job satisfaction and quality of care. This theme included three subcategories; hindrances and support from the organization, and support from the organizations underlying context of care. Theme (2): Positive feedback from the patients enhances job satisfaction. This theme included how the nurses perceive the concept quality of care and to deliver high quality care. This study indicated that nurses ability of deliverence of high quality care is regulated by the guidelines of the organization, the organizational context of care and how well different specific features consociate. The nurses expressed that they experienced job satisfaction when they had influence over the process of care delivery and also when the patients gave positive feedback on their job performance. / SAMMANFATTNING Problem med hög personalomsättning och sjuksköterskebrist har de senaste åren eskalerat både nationellt och internationellt. Enligt tidigare forskning är arbetstillfredsställelse samt vårdkvalitet  kopplat till specifika kännetecken i vårdmiljön. Enligt Coomber & Barriball (2007) finns det ett starkt behov av att analysera arbetstillfredsställelse hos sjuksköterskor på avdelningsnivå via kvalitativa intervjuer för att få detaljerade insikter i vilka komponenter som är av betydelse. Föreliggande studie syftar till att undersöka och beskriva upplevelsen av arbetstillfredsställelse relaterat till vårdkvalitet ur ett sjuksköterskeperspektiv. Denna studie utfördes på en ortopedavdelning med korttidsvård och helhetsansvar för omvårdnad som organisationsmodell. Nio sjuksköterskor deltog i två fokusgruppsintervjuer. Samtliga hade minst två års erfarenhet av att arbeta med helhetsansvar för omvårdnad. En kvalitativ innehållsanalys med induktiv ansats för att få detaljerade insikter i vilka komponenter som hade betydelse för arbetstillfredsställelsen utfördes. Två teman utkristalliserades. Tema(1):  Faktorer i vårdmiljön som påverkar arbetstillfredsställelse och vårdkvalitet. Detta tema inbegriper stöd respektive hinder från organisationen, samt stöd från aktuell organisationsmodell. Tema (2): Positiv återkoppling från patienterna bidrar till arbetstillfredsställelse. Detta tema inbegriper hur sjuksköterskorna ser på innebörden i begreppet vårdkvalitet och att ge vård av god kvalitet. I studien framkom att sjuksköterskornas möjligheter att ge vård av god kvalitet styrs av verksamhetens riktlinjer, vårdmiljöns infrastruktur och hur väl dessa delkomponenter samverkar. Sjuksköterskorna gav uttryck för att de upplevde arbetstillfredsställelse när de hade inflytande över omvårdnadsprocessen samt även när patienterna gav positiv återkoppling på resultatet av arbetet.

Saliência de papel é a importância que uma pessoa atribui a um papel em relação aos demais papéis que desempenha no seu contexto social e alguma saliência no papel de trabalhador é requerida para se realizar escolhas adequadas de carreira. A presente tese objetivou identificar e compreender padrões de saliência para uma amostra de adultos brasileiros e verificar algumas associações entre saliência no papel de trabalhador e outras dimensões do desenvolvimento de carreira em adultos. Foram realizados três estudos. O primeiro adaptou e validou para uma amostra brasileira de adultos o Inventário de Saliência, que avalia saliência a partir das dimensões participação (envolvimento ativo com atividades no papel), comprometimento (ligação afetiva ao papel) e expectativa de valor (expectativa de realização de valores no papel), para cinco papéis principais: estudo, trabalho, serviço comunitário, casa e família e tempo livre. O segundo verificou padrões de saliência nos papéis de trabalhador e familiares e especialmente no papel conjugal e parental, e seu impacto na satisfação no trabalho entre homens e mulheres casados e com filhos e homens e mulheres solteiros e sem filhos. O terceiro verificou associações entre saliência no papel de trabalhador, valores de trabalho e tarefas de desenvolvimento de carreira. Os estudos foram realizados a partir de uma coleta única, constituída de 111 homens e 388 mulheres, com idades entre 21 e 65 anos, com nível superior de escolaridade. De forma ampla, os resultados apontaram para adequação do Inventário de Saliência, que demonstrou boas qualidades psicométricas e sensibilidade às mudanças no contexto de vida e trabalho: estudo como parte integrante do papel de trabalhador e algumas mudanças nos padrões de saliência tradicionais de gênero. Alta saliência no papel de trabalhador associou-se a maior importância aos valores de trabalho em geral e, especialmente, realização profissional, bem como a maior satisfação no trabalho e maior envolvimento nas tarefas de exploração e gerenciamento da carreira. Discute-se a importância da avaliação da saliência nas intervenções de carreira, as limitações dos estudos e recomenda-se temas para pesquisas futuras. / Role salience is the importance one gives to a role among other roles that one performs in his /her social context, and a certain amount of some work role salience is required in order to achieve adequate career choices. The present thesis aimed to identify and understand salience patterns in a Brazilian sample of adults and verify some associations between work role salience and other dimensions of career development in adults. Three studies were conducted. The first one adapted and validated the Salience Inventory, which measures salience from three dimensions: participation (active involvement to a role), commitment (affective attachment to a role) and value expectation (values expected to be found in a role) to five major roles: study, work, community service, home and family and spare time. The second study verified salience patterns on work and family roles, especially the marital and parental roles and its impact on work satisfaction among two groups: between married men and women with children / single men and women without children. The third study verified associations between work role salience, work values and career development tasks. The sample of participants comprised 111 men and 388 women with a college education, ages from 21 to 65 years old. The results showed that the Salience Inventory was adequate, that it had good psychometric properties and sensibility to work and life context changes: studying was regarded as part of the worker role and some changes in the traditional gender salience patterns were noticed. High work salience was associated with a bigger importance attributed to working values in general; mainly work achievement, work satisfaction and exploration and management career tasks. The importance of salience assessment to career interventions and study limitations is discussed and issues for further research are recommended.

Saliência de papel é a importância que uma pessoa atribui a um papel em relação aos demais papéis que desempenha no seu contexto social e alguma saliência no papel de trabalhador é requerida para se realizar escolhas adequadas de carreira. A presente tese objetivou identificar e compreender padrões de saliência para uma amostra de adultos brasileiros e verificar algumas associações entre saliência no papel de trabalhador e outras dimensões do desenvolvimento de carreira em adultos. Foram realizados três estudos. O primeiro adaptou e validou para uma amostra brasileira de adultos o Inventário de Saliência, que avalia saliência a partir das dimensões participação (envolvimento ativo com atividades no papel), comprometimento (ligação afetiva ao papel) e expectativa de valor (expectativa de realização de valores no papel), para cinco papéis principais: estudo, trabalho, serviço comunitário, casa e família e tempo livre. O segundo verificou padrões de saliência nos papéis de trabalhador e familiares e especialmente no papel conjugal e parental, e seu impacto na satisfação no trabalho entre homens e mulheres casados e com filhos e homens e mulheres solteiros e sem filhos. O terceiro verificou associações entre saliência no papel de trabalhador, valores de trabalho e tarefas de desenvolvimento de carreira. Os estudos foram realizados a partir de uma coleta única, constituída de 111 homens e 388 mulheres, com idades entre 21 e 65 anos, com nível superior de escolaridade. De forma ampla, os resultados apontaram para adequação do Inventário de Saliência, que demonstrou boas qualidades psicométricas e sensibilidade às mudanças no contexto de vida e trabalho: estudo como parte integrante do papel de trabalhador e algumas mudanças nos padrões de saliência tradicionais de gênero. Alta saliência no papel de trabalhador associou-se a maior importância aos valores de trabalho em geral e, especialmente, realização profissional, bem como a maior satisfação no trabalho e maior envolvimento nas tarefas de exploração e gerenciamento da carreira. Discute-se a importância da avaliação da saliência nas intervenções de carreira, as limitações dos estudos e recomenda-se temas para pesquisas futuras. / Role salience is the importance one gives to a role among other roles that one performs in his /her social context, and a certain amount of some work role salience is required in order to achieve adequate career choices. The present thesis aimed to identify and understand salience patterns in a Brazilian sample of adults and verify some associations between work role salience and other dimensions of career development in adults. Three studies were conducted. The first one adapted and validated the Salience Inventory, which measures salience from three dimensions: participation (active involvement to a role), commitment (affective attachment to a role) and value expectation (values expected to be found in a role) to five major roles: study, work, community service, home and family and spare time. The second study verified salience patterns on work and family roles, especially the marital and parental roles and its impact on work satisfaction among two groups: between married men and women with children / single men and women without children. The third study verified associations between work role salience, work values and career development tasks. The sample of participants comprised 111 men and 388 women with a college education, ages from 21 to 65 years old. The results showed that the Salience Inventory was adequate, that it had good psychometric properties and sensibility to work and life context changes: studying was regarded as part of the worker role and some changes in the traditional gender salience patterns were noticed. High work salience was associated with a bigger importance attributed to working values in general; mainly work achievement, work satisfaction and exploration and management career tasks. The importance of salience assessment to career interventions and study limitations is discussed and issues for further research are recommended.

O objetivo geral da presente pesquisa foi analisar a organização dos valores relativos ao trabalho de pesquisadores em uma instituição de P&D brasileira, definindo-se a hierarquia desses valores para tais profissionais. Estudos têm evidenciado lacunas em dados empíricos sobre a gestão de pesquisadores em organizações inovadoras, sendo este recurso humano envolvido estritamente com uma crucial estratégia competitiva: a inovação. Através da compreensão dos valores pessoais laborais dos pesquisadores em organizações de P&D, torna-se possível avaliar o que esses profissionais consideram importante em seu ambiente de trabalho, subsidiando conhecimento aos gestores de trabalhadores do conhecimento. Tais achados permitem a discussão de ferramentas de gestão mais adequadas, possibilitando melhorias organizacionais. Assim, após análise de validade de instrumento com o objetivo de medir, levantar e analisar valores relativos ao trabalho (Escala revisada de Valores Relativos ao Trabalho EVT-R) para a amostra estudada, 208 pesquisadores de uma organização de P&D participaram da fase quantitativa deste estudo. A fim de produzir evidências mais consistentes, também foram entrevistados seis pesquisadores de uma das unidades da organização estudada. Por meio de análises estatísticas, os resultados encontrados possibilitaram a compreensão dos valores do trabalho dos pesquisadores, bem como suas prioridades axiológicas laborais, sendo essas definidas pela seguinte sequência: Relações Sociais, Realização Profissional, Estabilidade e Prestígio. Através de análise de conteúdo das entrevistas semiestruturadas foi possível constatar a influência dos valores laborais como norteadores do comportamento dos pesquisadores em seu ambiente de trabalho e enriquecer as evidências encontradas. Finalmente, implicações e limitações do estudo foram levantadas e discutidas. / The main objective of this study was to analyze the structure of the work values of researchers in a Brazilian research and development organization, defining the hierarchy of values for these professionals. Studies have shown gaps in empirical data on the management of researchers in innovative organizations, being this human resource strictly concerned with a crucial competitive strategy: the innovation. Through understanding of the personal work values of the researchers in R&D organizations, it becomes possible to assess what these professionals consider important in their work environment, supporting knowledge to managers of knowledge workers. These findings allow to discuss the most appropriate management tools, enabling organizational improvements. Thus, after analysis of instrument validity in order to measure, analyze and raise work values (Revised Work Values Scale WVS-R) for the sample, 208 researchers from an R&D organization participated in the quantitative phase of this study. In order to produce more consistent evidences, six researchers from an unit of the organization studied were also interviewed. By means of statistical analyzes, the results provided an understanding of the work values of researchers and their work values priorities, defined by the following sequence: Social Relations, Professional Achievement, Stability and Prestige. Through content analysis of semistructured interviews was possible to observe the influence of work values as guiding the behavior of researchers in their workplace and enrich the evidences found. Finally, implications and limitations of the study were raised and discussed.

Magister Commercii (Industrial Psychology) - MCom(IPS) / Empirical and anecdotal evidence suggests that organisations, including higher education institutions (HEI‘s) have a propensity to focus on extrinsic rewards as a main motivator that attracts and retains staff (Kubler & De Luca, 2006). Twenge, Stacy, Campbell and Hoffman (2010) maintain that work values represent people‘s expectations from the workplace. Studies performed to determine the impact of intrinsic work values, as opposed to extrinsic work values and rewards, indicate that the sustainable factors influencing long-lasting career choices can be found in the attainment of intrinsic work values (Kovach, 1987; Masibigiri & Nienaber, 2011). With respect to leadership behaviours, intrinsic work values and rewards are seldom considered when focusing on the factors that lead to attracting and retaining academic staff. Werner (2011) posits the view that an understanding of underlying work values of employees can assist in sound people practices to foster engagement and retention of staff. Aspects of intrinsic work values become more important in the context of literature relative to research done about younger generations, who have different expectations from leadership and different ideas of desired work cultures (Sujansky, 2010). Brown (2003), as cited by Patton and McMahon (2009 p.41), states that ―occupational tenure is partially the result of the match between the culture and work values of the worker, supervisor and colleagues‖. The alignment of leadership culture to strategies is therefore important (Rhodes & Mc Guire, 2009). Moreover, the alignment between desired organizational work values and perceived current work values is contended to influence the effective functioning of a workplace. The current research was undertaken based on a cross-sectional, quantitative survey approach which requested participants to select work values out of a pre-designed list of approximately a hundred possible work-related values as positioned in the vision and mission statements of the institution at which the research was undertaken. The results of the research indicate that the two younger groups of academic staff who were targeted in this research, accord importance to intrinsic work values which relate to meaningful and fulfilling work. An analysis of the trends which emerged from the data suggest that leadership and cultural aspects designed to support desired work values may influence successful attraction and retention of these younger generations for academic careers. These findings emphasise the importance for leadership to act in alignment with change needs of academic staff and their own stated vision and mission strategies. The results provide useful insight into the current and perceived work-related values and could be used to inform strategic debates within the HEI. Although tentative in nature, the findings provide a heuristic framework within which to align work-related values across generations of academics and serve as an impetus for future research.

Notre recherche a pour but de mieux comprendre les comportements de citoyenneté organisationnelle et plus particulièrement ce qui peut les favoriser ou les défavoriser. Nous en avons retenu cinq pour notre recherche: les comportements de vertu civique, d’esprit d’équipe, conformistes, de courtoisie et d’altruisme Nous avons choisi d’étudier l’influence des valeurs au travail sur ces comportements et notre objectif est de vérifier l’influence de 28 valeurs au travail sur nos cinq comportements de citoyenneté organisationnelle. Par ailleurs, nous avons choisi d’inclure à notre modèle de recherche la variable des générations. Nous cherchons à savoir si les valeurs au travail peuvent changer en fonction de l’appartenance d’un individu à l’une des 4 générations présentes sur le marché du travail (Vétérans, Baby Boomers, X et Y) et si le fait d’appartenir à une géné-ration plutôt qu’une autre aura un impact sur les comportements de citoyenneté organisationnelle. Les données ont été collectées au sein de la firme de sondage l’Observateur. Au total, 278 questionnaires sont utilisables dans le cadre de notre recherche. Des analyses de régression hiérarchiques ont permis de vérifier la capacité explicative des valeurs sur les comportements de citoyenneté organisationnelle. Des tests post hoc de Scheffé ont permis de vérifier l’existence de différences de valeurs entre les générations et des analyses de variance nous ont permis de vérifier l’influence des générations sur les comportements de citoyenneté organisationnelle. Les résultats indiquent que des liens significatifs existent entre les valeurs et les comportements de citoyenneté organisationnelle permettant ainsi de confirmer l’influence favorable ou défavorable de certaines valeurs parmi les 28 à l’étude sur nos cinq comportements de citoyenneté organisationnelle. En ce qui a trait aux différences existan-tes entre nos générations à l’étude, les résultats nous révèlent qu’elles sont beaucoup moins importantes que ce que la littérature nous laisse penser. Finalement, nos résultats ne nous permettent pas de confirmer que certaines générations sont plus disposées que d’autres à adopter des comportements de citoyenneté organisationnelle. Mots-clés : valeurs au travail, génération, comportements de citoyenneté organisationnelle. / Our research aims to better understand organizational citizenship behaviors and in particular, which individual values can promote or disadvantage them. We selected five such behaviors for sour research: civic virtue, sportsmanship, conscientiousness, courtesy and altruism. We chose to study influence of 28 individually-hold work-related values on these five organizational citizenship behaviors. We also chose to include generations as an antecedent of work values. Respondents were sorted into four generation still active in the labor market (i.e., Veterans, Baby Boomers, X, Y. We also investigated whether belonging to a generation rather than another has an impact on organizational citizenship behaviors. Data were collected by a survey firm called Observateur. In total, 278 questionnaires were used in the context of our research. Hierarchical regression analysis was used to assess the explanatory power of values on organizational citizenship behaviors. Post hoc Scheffé tests verified the existence of differences in values between generations and an analysis of variance allowed us to check the influence of generations of organizational citizenship behaviors. The results suggest significant associations between values and organizational citizenship behaviors thus confirming the positive or negative influence of certain values on five organizational citizenship behaviors. With respect to the differences in values between generations, the results reveal that they are much smaller than the literature suggests. Finally, our results show that belonging to a generation rather than another has no significant impact on organizational citizenship behaviors. Keywords: work values, generation, organizational citizenship behaviors

Since the year 2000, younger workers born after 1980 have been entering the South African workforce in large numbers. The experienced Baby Boomer generation, born between 1945 and 1964 has started leaving the workplace in retirement. With organisations currently facing the challenge of skills shortages in some professions/trades, it is important for organisations to recognise the potential influence of work values on attitudes and behaviours at work in order to retain staff and groom future leaders. Different Generations are assumed to bring their own norms and values into the work place and an understanding of what motivates these different generations will ensure that organisations better plan retention strategies. As South Africa receives the latest generation of workers (Generation Y) into the work force, managers need to be encouraged to deal with the potential generational differences among workers. The purpose of this quantitative study was to research and examine the relationship between age, sources of motivation, work values, organisational commitment and job satisfaction across generations in the South African work force. A research model was developed to test theory on generational differences. Cohort membership was hypothesised to influence motivation, work values, organisational commitment and job satisfaction. Work values and sources of motivation were also hypothesised to influence organisational commitment and job satisfaction. A quantitative study was conducted to investigate the association between age (which represented cohort membership) and sources of motivation, work values, organisational commitment and job satisfaction. The study was designed to answer the main question: Are there significant differences in sources of motivation, work values, organisational commitment and job satisfaction across the three generations found in the South African workforce today? Data were collected using both an on line and hard copy questionnaire distributed to corporate companies that participate in career exhibitions at the University of the Witwatersrand. Data were analysed using SPSS software version 19 and 20.The findings largely confirm previous findings which suggest that there are significant differences between generations in sources of motivation, work values, organisational commitment and job satisfaction. Consistent with research, older workers, Baby Boomers were found to have higher job satisfaction than younger workers. An interesting finding of this study was that contrary to research literature, younger workers, generation Y, were found to have higher organisational commitment than Baby Boomers and generation X. Consistent with previous studies, Baby Boomers were found to have higher levels intrinsic work values than both generation X and Y. The results indicate that there are differences between generations and this has implications for Human Resource practitioners and researchers. Based on the findings of this research, further research is warranted specifically in understanding organisational commitment across generations.

Organisations strive to gain competitive advantages and there is an increasing demand for more advanced technology in today's dynamic and complex environment. The importance of engineering is increasing in the global world, which leads to a higher demand of professional engineers. They represent among the hardest roles to fill. The short supply of engineers, the high employment rate and low unemployment rate among engineers in Sweden makes it difficult for companies to attract them. This issue is often described as ‘The War for Talent’. The War for Talent is a greater issue for organisations within the public sector because of negative prejudices, reputations and stereotypes. This and the fact that there are limited resources for marketing within the public sector when they are funded by the government, make it difficult to compete with organisations within the private sector. The public sector in Sweden is relatively large, and The Swedish Transport Administration is a large company within the public sector that need to prepare for the war for talents among companies within the private sector. The purpose of this research is to investigate work value preferences of professional engineers and important recruitment aspects to consider, when choosing an employer. To deal with the war of talents effectively, the concept of employer branding has been developed as an effective organisational strategy for employment. In the report, we will study the concept of employer branding and the employer branding process, work value preferences and important recruitment aspects to enhance understanding of how companies can attract professional engineers in Sweden, to initiate a career within the public sector. Our data collection was through qualitative interviews with eight professional engineers, both from the private and the public sector. Our study developed an adapted framework with work values preferred by Swedish professional engineers that can be used as a guide to help and enable to attract and recruit engineers towards the public sector. We found differences between the public sector and the private, and six core values preferred by Swedish professional engineers, where organisations in the public sector should put a certain emphasis on two of them. There were some certain preferences among recruitment channels, and we found that recruitment strategies could enhance, improve or damage the brand and that the corporate reputation affects the opinion of the company. We also have some specific recommendations towards the case company.

Made available in DSpace on 2016-07-27T14:21:18Z (GMT). No. of bitstreams: 1 MARGARETH RIBEIRO MACHADO SANTOS SILVA.pdf: 874151 bytes, checksum: f1ff6c0afe3ba6f3f13fedd0302ab9a0 (MD5) Previous issue date: 2006-11-27 / The present study has inquired about the relationship between the satisfaction and dissatisfaction of the axiological priorities and the health and wellness in the job. It was assured that the impossibility of accomplishment of the job values is related to the mental illnesses of the workers, and this relation is moderated by the age and the hierarchical level. It took part in this study, 220 workers from a mixed economy enterprise, the general health questionnaire (GHQ) and the scale of values related to work (EVT). The results confirmed that there is a moderated effect of the age over the relationship between dissatisfaction of the prestige values and mistrust towards the own performance and the psichological stress. It has been recognized differents levels of work satisfaction values, according to the age, the hierarchical level and job tenure. It hasn t been found differences according to the education and to the gender. The dissatisfation of the accomplishment was related to sintomatic scores in all the items of the GHQ: psychological stress, disturbance in the sleep, insecurity about the own performance, psycossomatic disease, desire of death and health in general. As a matter of fact, the perstige dissatisfaction is related to the mistrust towards the own performance and the desire of death. Theses results are discussed according to a theoretical report about values and mental health at work, and considering the sample characteristics and the enterprise which the data were collected. / O presente estudo investigou a relação entre (in)satisfação das prioridades axiológicas e saúde-doença mental no trabalho. Considerou que a impossibilidade de realização dos valores relativos ao trabalho está relacionada ao adoecimento mental de trabalhadores, e que tal relação é moderada pela idade e nível hierárquico. Participaram do estudo 220 empregados de uma organização de economia mista. Foram utilizados o questionário de saúde geral (QSG), de Goldberg e a escala de valores relativos ao trabalho (EVT). Os resultados confirmaram o efeito moderacional da idade, sobre a relação entre insatisfação do valor prestígio e desconfiança no tocante ao próprio desempenho e o estresse psíquico. Foram identificados diferentes níveis de satisfação dos valores laborais, conforme a idade, o nível hierárquico e o tempo de serviço na organização. Não foram encontradas diferenças segundo o gênero e a escolaridade. A insatisfação do valor realização relacionou-se com escores sintomáticos em todos os fatores do QSG: estresse psíquico, transtornos psicossomáticos, distúrbios do sono, desconfiança em relação ao próprio desempenho, desejo de morte e saúde geral. Também a insatisfação do valor prestígio relacionou-se diretamente com desconfiança no tocante ao próprio desempenho e desejo de morte. Os resultados foram discutidos à luz de referencial teórico sobre valores e saúde mental no trabalho, considerando características da amostra e da organização em que os dados foram obtidos.

One of the demographic changes in the workplace is the presence of multiple generations working together. Some managers may find leading a multigenerational workforce a challenge, because the generational cohorts may have different work values and approaches to work. The purpose of this qualitative case study was to explore how generational characteristics manifest in the workplace, how managers perceive a multigenerational workforce, and whether macro-level descriptions of generations creates stereotypes or recognizable indicators of behavior in the workplace. Mannheim's theory of generations and diversity management theory provided the conceptual framework for the study. Data were collected through interviews and a focus group discussion from 40 participants from the public sector. The participants consisted of members from the veterans, baby boomers, Gen Xers, and millennial cohorts. Summative content analysis was used to analyze data with the use of NVivo software, and member checking was used to enhance the trustworthiness of interpretations. The key themes from the analysis indicated that, among these 40 participants, intergenerational conflicts in the workplace were attributed to generational descriptors of work values, communication styles, productivity, work-life balance, leadership styles, organizational change, and the future of the public sector. The findings may enhance managers' understanding of generational perceptions and may help managers take steps to reduce intergenerational conflict in the workplace.