As the amount of generational diversity increases among today’s workforce, a common topic of conversation is how to handle differences between generational cohorts. But to what extent do generations believe they are different and to what extent are generations actually different? This study examines this question. Using generational cohort theory as a theoretical underpinning, this study considers 15 work-related concepts and the degree to which workers personally value them. Subjects also provide their perceptions of how much they believe Boomers, Generation X, and Generation Y value these items. Results reveal the differences subjects perceive among the generations significantly outnumber the actual value differences individuals reported. The authors discuss both actual and perceptual differences in detail and theorize why the nature of these actual differences may lead to generational misconceptions. By doing so, this study provides a meaningful contribution to the discussion of generational diversity and its impact on the workplace.

Scholars have become more attentive to lesbian/gay/bisexual/transsexual/queer/questioning (LGBTQ) topics as queer perspectives become increasingly prevalent in middle and high school environments. This study examines how educators navigate social and academic environments in order to incorporate inclusive pedagogical practices and cultivate safe schools for LGBTQ students. Tenets of structuration theory and heteronormativity are used to analyze interview data in order to unveil the heteronormative structures of schools and the production and reproduction of values that support or challenge these systems. Findings reveal that educators define the “rules” present in their schools systems, evaluate the potential risks in violating these rules, and negotiate their perceived role in the midst of these rules and risks. Implications include actions designed to facilitate educator efforts to address LGBTQ topics in schools in order to advance student welfare.

In this article, we propose that age similarity preference (ASP) among employees increases workplace difficulties in an age-diverse environment. Individuals use social categorizations such as age groupings to help minimize uncertainty, cope with change, and deal with complexity. When placed in an age-diverse work environment, intergroup comparisons regarding age become more salient. We suggest that when a preference exists among employees to work and interact with those similar in age to themselves in an age-diverse workplace, this will lead to an increase in uncertainty, perceived workplace challenges, and subsequently conflict. Data were collected from 262 employees of an organization in the US Midwest to test our hypotheses. Using multiple mediation modeling, our results suggest that ASP influences the degree of conflict reported, and that uncertainty and perceived work-related challenges mediate the relationship between ASP and conflict. A post-hoc ANOVA analysis of our data also showed a significant relationship between employee age and ASP, indicating that this preference was more likely to be reported by individuals younger in age.

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