Though management and leadership styles have been investigated somewhat in terms of generations' views on important leader attributes and their own leadership behaviors, little research has been reported on the perspectives of followers and their perceptions of the importance of leadership behaviors. A need exists to quantify for practitioners and other professionals in HRD whether any differences exist among generations with regard to their leadership style preference. Firefighters have recognized generational differences in their profession and the need to account for these differences in their training. There is also a concern for building and training their future leaders. This study is an examination of firefighters and differences that may exist with regard to leadership style preferences in an effort to explain further generational differences in the workplace to gain a better understanding of this phenomenon. Respondents were asked to read scenarios of different fire chiefs with characteristics of each leadership style and respond to questions regarding perceptions of each leader and finally choose the chief for whom they would most like to work. An instrument was pilot tested with 80 firefighters in leadership ranks. The instrument was web-based with a Likert-type scale. In this quantitative, non-experimental, descriptive study, there was a total of 330 firefighters in the final sample. A three-way mixed model ANOVA was conducted to determine whether differences existed in perceptions of a leader's style across scenarios based on a firefighter's generational category and rank. The within-subjects factor was the score for leadership style across scenarios with the levels being the three leadership styles of transformational, laissez-faire, and transactional. The between-subjects factors were generational cohort and rank of firefighter. Frequencies and percentages were reported to determine the leader for whom most firefighters would most like to work. When firefighters were presented with three leadership style scenarios, there was a significant difference (p < .05) in the leadership style score for each scenario. There were no significant differences between generation or rank of firefighter with regard to their leadership style score for each scenario. Transformational leadership was the most preferred leadership style of all firefighters, regardless of rank or generational cohort.

Job satisfaction in law enforcement is important because it promotes continuity of a professional and cohesive police force that works well together, follows proper policy and procedures, and provides the services needed to the public. Given multigenerational law enforcement officers are now working together, its impact on job satisfaction is not known. This study focused on how generational cohort membership impacts the job satisfaction of law enforcement officers based on Mannheim's theory of generations and Locke's range of affect theory. It utilized a survey design where job satisfaction was assessed using the Job Descriptive Index, Organizational Commitment Questionnaire, and Job Task Questionnaire. A quantitative analysis was employed using a correlation design, multiple regression, and an ANOVA. Findings showed significant differences at the .05 level in frequency ratings on the job task questionnaire on patrol, traffic enforcement, and warrant service between the generations. A logistical regression of Job Descriptive Index scores showed a significant relationship between generational cohort membership and job satisfaction scores on the promotion scale, supervision scale, and the job in general scale. Lastly, a logistical regression of the Occupational Commitment Questionnaire showed significance between Generation X and Millennial officer's overall scores with Millennial's having lower organizational commitment. Implications for social change include increasing knowledge for patrol officers and their supervisors regarding these generational differences. Other social change includes training programs for current and future officers on understanding and working with these generational differences in law enforcement.

ABSTRACT  Date: 2022-06-01 Level: Master thesis in Business Administration, 15 cr  Institution: School of Business, Society and Engineering, Mälardalen University  Authors:   Nor Reda  Rubar Onursal Title: Consumers’ involvement of online luxury purchases Supervisor: Stylianos Papaioannou  Keywords: Online luxury, Consumer behavior, Theory of planned behavior, Different generational cohorts. Research questions: What factors influence consumers’ involvement of luxury purchases online?  Purpose: The purpose of this study is to examine the identified gap in regards to online purchases of luxury goods in the context of cars and how it in turn may influence consumers’ involvement. Contrasting factors are linked to the Theory of planned behavior. Method: This study is of a quantitative nature by conducting a web based questionnaire. A deductive approach was undertaken to test the relationship between the three independent variables together in relation to the dependent variable purchase intention of the TPB. The main analysis for this study is a multiple linear regression supported by an exploratory factor analysis as wel as a correlation analysis. Conclusion: The results of this study reveal that the main influence of consumers’ involvement of luxury purchases online is attitude. Other factors such as subjective norm and perceived behavioral control did have a significant influence, henceforth not to the same extent as attitude.

Walden University College of Social and Behavioral Sciences This is to certify that the doctoral dissertation by Nathasha Brooks-Harris has been found to be complete and satisfactory in all respects, and that any and all revisions required by the review committee have been made. Review Committee Dr. Mark Gordon, Committee Chairperson, Public Policy and Administration Faculty Dr. Michael Knight, Committee Member, Public Policy and Administration Faculty Dr. Michael Brewer, University Reviewer, Public Policy and Administration Faculty Chief Academic Officer Eric Riedel, Ph.D. Walden University 2017 There is a digital divide between Baby Boomers and Millennials in the way they communicate and use technology in the New York City public sector workplace. The purpose of this empirical phenomenological study was to explore the phenomenon of generational communications between Baby Boomers and Millennials in the New York City workplace and to understand their lived experiences of how they communicate and use technology in their job. The conceptual framework consisted of two theories: Cameron & Quinn's competing values framework and Prensky's digital natives/digital immigrants. A total of 21 New York City workers (10 Baby Boomers and 11 Millennials) from various agencies participated in semi structured interviews and answered the DISC Classic Profile, an instrument that showed their communication styles. The data were analyzed using the Stevick-Colazzi method and Dedoose data analysis procedure to find groups of meaning and themes. Research found benefits and challenges of technology that impacted communications; how organizational culture impacted technology use and communications; fears about using and learning technology; differences in relationships affecting Baby Boomers and Millennials; and differences in communication styles affecting management and subordinates. Recommendations for future research include conducting a similar qualitative study on Generation X and a quantitative study on Baby Boomers and Millennials. The findings of this study will contribute to positive social change through the implementation of reverse mentoring, knowledge management and transfer, succession planning, and human resource management.

The decision to implement information technology (IT) initiatives to enhance collaboration among veterans, baby boomers, Generation X, Generation Y, and Fifth Generation employees continues to challenge organizational leaders. The purpose of this nonexperimental study was to identify how the implementation of information technology initiatives, coupled with the knowledge of learning styles, might enhance collaboration among generational cohort employees. The generational cohort theory, Maslow's hierarchy of needs theory, and the technology acceptance model were the theoretical frameworks used to develop an understanding of the relationships among the cohorts and the acceptance of technology to enhance collaboration. Data were collected from a survey of 335 respondents from the five generational cohorts who worked in small, medium, and large not-for-profit firms that used IT processes, in the Southeastern United States. Data analysis included Welch ANOVA with the Games-Howell post hoc test, Kruskal-Wallis test with Dunn's Bonferroni adjustment, and chi-square tests. Findings revealed no significant differences in learning style preferences among the cohorts, and no significant differences among factors influencing preferences for technology activity. Irrespective of generational cohorts, individuals displayed common degrees of comfort with IT training activities. Findings may be used by organizational leaders to implement technology training activities without focus on preferences for training among multigenerational employees. Findings may also be used to enhance collaboration by focusing on commonalities rather than differences among generational cohorts.

Brand awareness and its establishment among consumers has been a central theme in previous research on marketing as it is proven to indirectly induce purchase. It is thus seen as crucial for marketers to establish brand awareness. However, a research gap is apparent in regard to creating brand awareness among Generation Z. More specifically, this study focuses on which communication channel that is best suited for establishing brand awareness for this generational cohort. Hence, the purpose of this study is to explicitly analyse the linkage between these variables and provide a guideline for companies targeting Generation Z. To obtain a deeper understanding, previous research has been reviewed and an extensive data collection has been conducted including two methods; interviews and a survey to obtain empirical evidence and valuable insights. The qualitative data was of main focus with the quantitative data gave more of an overview. By combining and evaluating the empirical findings in relation to previous research and theory we could identify patterns and relationships that eventually led to the conclusion and final results of this thesis. The initial results concluded from this study underlined the importance of brand awareness since it was the first step for the purpose of inducing purchases. In addition, the results also highlight the importance of building upon brand awareness to establish brand liking as it will provide for the increase of purchase intention. For establishing brand awareness when targeting Generation Z, Instagram is a means of preference and should be considered as part of a mix of various communication channels in using integrated marketing communications.

[pt] Este trabalho buscou identificar os principais fatores que influenciam no comportamento dos membros da Geração Y no Facebook, com ênfase no aspecto da exposição. O estudo teve por base as teorias de Coortes Geracionais e de Sites de Redes Sociais, bem como os conceitos de exposição e privacidade. Inicialmente, uma pesquisa bibliográfica e entrevistas semi-estruturadas levantaram 49 variáveis pertinentes. Na sequência, dados de campo foram coletados através de um questionário. A amostra utilizada foi formada por 473 indivíduos. A análise empregou técnicas estatísticas de Análise Fatorial Multivariada, seguidas de estudos de Regressões Lineares. Ao final, emergiram 10 fatores: Aderência, Dependência, Egocentrismo, Carência, Receios, Arrependimento, Privacidade, Popularidade, Risco e Banalização; dos quais os quatro primeiros mostraram-se capazes de explicar 22,4 por cento da variação no grau de exposição do comportamento dos respondentes. Enfim, o estudo mostra como o comportamento de exposição voluntária da Geração Y no Facebook é determinado com base em aspectos, como: grau de ligação, afinidade e envolvimento sentimental dos usuários com o site; atitudes auto-centradas, que revelam preferências por falar de si; exposição de sentimentos em busca de suporte emocional; e reconhecimento de malefícios no uso associado à incapacidade de abandono. Assim, a Geração Y demonstra um uso intensivo, voluntário, afetivo e recompensador do site. E seus usuários mais expositivos apresentam comportamentos de uso rotineiro, com acesso por diferentes meios e de diferentes lugares em busca dos benefícios do compartilhamento, demonstrando uma opção por se expor que por um lado é consciente e por outro pode tornar-se inevitável. / [en] This study aimed to identify the main factors that influence the behavior of members of Generation Y on Facebook, with emphasis on the aspect of exhibition. The study was based on the theories of Generational Cohort and Social Networking Sites, as well as on the concepts of exhibition and privacy. Initially, a literature review and semi-structured interviews raised 49 relevant variables. Further, field data were collected through a questionnaire. The sample consisted of 473 individuals. The analysis used statistical techniques of Multivariate Factors Analyses followed by Linear Regressions. At the end, factors emerged: Adherence, Dependency, Egocentrism, Emotional Neediness, Fears, Repentance, Privacy, Popularity, Risk and Banalization; the first four of which proved capable of explaining 22,4 percent of the variation in the exposure degree of the respondents’ behavior. Finally, the study shows how the behavior of voluntary exposure of Generation Y on Facebook is determined based on aspects such as: degree of binding, affinity and emotional involvement of the users with the site; self-centered attitudes that reveal preferences by talking about itself; exhibition feelings seeking emotional support, and recognition of harm in using associated with the incapacity to abandonment. Thus, Generation Y shows a intensive, voluntary, affective and notion of rewarding use of the site. And the users which more expose themselves exhibit behaviors of routine use, with access by different channels and different places in search of the benefits of sharing, showing an option for exposing himself. This option is on one hand conscious and on the other hand may become inevitable.

Organizations strategically design the physical work environment to enhance employees' creativity. Understanding the impact of workspace layout on individual perceptions of creativity across generational cohorts can be vital to sustaining organizational competitiveness. Researchers have theorized that workspace layout affects employees' perceptions of creativity; however, few studies have looked at the effect of generational cohort on this relationship. A quantitative study was conducted to examine the effect of workspace layout on individual perceptions of creativity across generational cohorts. A sample of 162 participants completed an online demographics questionnaire as well as aKEYS, a modified version of the KEYS to Creativity and Innovation instrument. An ANOVA was used to determine whether generational cohort and workspace layouts affected the participants' individual perceptions of creativity. Results did not support the theory that workspace layout and generational cohort affected individual perceptions of creativity. However, these nonsignificant results can be used strategically by organizations to design physical workspaces that foster individual perceptions of creativity in order to attract and retain a diverse workforce by accommodating employees equally rather than on generational cohort membership. Social change implications are that the results can provide organizations with an understanding of ways in which they can effectively treat and meet the needs of the workforce as a whole, rather than develop strategies based on generational cohort membership.

This study focused on constructing a psychological retention profile by investigating the relationship between an individual’s psychological career-related attributes (psychological contract and psychosocial career preoccupations), biographical variables (generational cohorts, gender, race, marital status, job level and employment status) and retention factors (compensation, job characteristics, training and development, supervisor support, career opportunities, work/life balance and commitment) in order to inform retention management practices for diverse groups of employees in the context of higher educational environment in South Africa. A quantitative survey was conducted on a purposively selected sample of academic and support staff (N = 579) at the University of South Africa. The canonical correlation analysis indicated employer obligations and state of the psychological contract as the strongest psychological career-related variables in predicting the retention factor variables of compensation, training and development opportunities, supervisor support, career opportunities and organisational commitment. The canonical correlation data were used to inform the structural equation modelling, which indicated a good fit between employer obligations and compensation and training and development opportunities and between the state of the psychological contract and supervisor support and career opportunities. Hierarchical moderated regression showed that psychosocial career preoccupations significantly moderated the relationship between the psychological contract and training and development opportunities as retention factor. Moderated mediation modelling found that the effect of positive perceptions of employer obligations on high levels of retention factors satisfaction through the state of the psychological contract increased when the scores on psychosocial career preoccupations were high. The results also indicated that the effect of positive perceptions of employer obligations on high levels of retention factors satisfaction through positive state of psychological contract increased when the age group of participants was lower (i.e. younger generations). Tests for significant mean differences revealed significant differences in terms of the biographical variables. On a theoretical level, the study expanded the understanding of the individual and behavioural elements of the hypothesised psychological retention profile. On an empirical level, this study delivered an empirically tested psychological retention profile in terms of the behavioural elements. On a practical level, individual and organisational interventions in terms of the psychological retention profile were recommended. / Industrial and Organisational Psychology / D. Litt. et Phil. (Psychology)