Generational Diversity in the Workplace: A Systematic Review in the Hospitality Context

Sakdiyakorn, Malinvisa; Wattanacharoensil, Walanchalee

doi:10.1177/1938965517730312

Cited by 35 publications

(27 citation statements)

References 66 publications

(144 reference statements)

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“…Results of generational tensions in the workplace include distrust and misunderstandings due to poor communication (Sakdiyakorn and Wattanacharoensil, 2017). Members of a cusp generation appreciate both the new and traditional ways doing things (Garvey, 2015).…”

Section: Discussionmentioning

confidence: 99%

“…Employees from different generations hold different value systems (Dries et al, 2008), and workplace wants and desires vary from generation to generation (Gursoy et al, 2008). Generational differences in the workplace are a popular topic (Twenge, 2010) and have gained both academic and popular media attention (Sakdiyakorn and Wattanacharoensil, 2017). Differences between generational cohorts influence workplace attitudes (Kupperschmidt, 2000a) and values (Smola and Sutton, 2002).…”

Section: Generations In the Workplacementioning

confidence: 99%

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Xennials: a microgeneration in the workplace

Taylor

2018

ICT

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Purpose The purpose of this paper is to investigate the microgeneration between Generation X and the Millennial generation. The research question addressed was “What makes the Xennial generation unique and how might the knowledge of these differences be beneficial to organizations?” Design/methodology/approach The research question was analyzed by a review of literature through the lens of generational theory. This study reviewed current literature on generational theory, years encompassing specific generations, and differences between recent generations in the workplace. Findings It was discovered the exact years distinguishing generations were unclear because generations fade into one another without a distinct starting and stopping point. This overlap creates a cusp generation or microgeneration. The presented findings suggest microgeneration employees could aid in reducing workplace generational tensions. Practical implications Organizations can benefit from creating flexible workplaces accommodating the desires of multi-generational employees while still meeting the goals of the organization as a whole. It is important managers approach generational differences with a clear perspective of what information is valid and what may simply be popular. It is crucial to remember employees are individuals who never completely fit a stereotype, generational, or otherwise. Originality/value Very few academic articles on generational differences mention cusp generations and none address their unique opportunities for organizations in the workplace. Members of microgenerations between major generational cohorts may be a key to reducing workplace friction between employees of different generations.

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Section: Discussionmentioning

confidence: 99%

Section: Generations In the Workplacementioning

confidence: 99%

Xennials: a microgeneration in the workplace

Taylor

2018

ICT

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“…According to Nind (2008), the challenge is how to obtain the engagement of vulnerable groups like employees with disabilities and to give them a voice to help eliminate their exclusion from participation in social activities, including academic research. In the context of the hospitality industry workplace, the challenge for employees with disabilities to engage in research critically involves their employers, as employers hold concerns about the safety of their business image from the risk of information exposure (Gröschl, 2012; Sakdiyakorn & Wattanacharoensil, 2017). Employers, as gatekeepers, hindered researchers’ ability to invite employees with disabilities to participate in research.…”

Section: Challenges In Conducting Research With Employees With Disabimentioning

confidence: 99%

The Emancipatory Approach in Hospitality Research on Employees With Disabilities: An Auto-Ethnographic Research Note

Doan

Kim

Mooney

et al. 2020

Cornell Hospitality Quarterly

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The emancipatory approach in disability research takes the political position of promoting the voices of people with disabilities to make possible transformative changes to their lives. Based on auto-ethnographic research notes made while applying the emancipatory approach to qualitative research conducted with employees with disabilities in the Vietnamese hospitality industry, this article suggests guidelines that include four steps: preparing/planning, recruiting, conducting interviews, and confirming the data. Practical strategies for each stage in the process are also suggested, with the aim of better including the voices of employees with disabilities in qualitative hospitality research. The article will benefit future researchers conducting qualitative research on employees with disabilities by highlighting the value of the emancipatory approach, which has not been previously reported on in the hospitality literature.

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“…Several authors [39][40][41] focused on the values and differences between the generations of hotel industry employees. The way of life, success, and relationship to superiors were the most appreciated values for all groups, while altruism, intellectual stimulation, safety, independence, and economic return differed among the generations.…”

Section: Theoretical Knowledgementioning

confidence: 99%

Age and Educational Diversification of Hotel Employees and Its Impact on Turnover

2019

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This paper examines the increasing turnover in the hotel industry, which has a negative influence on the quality of services provided, as well as customer satisfaction. Hotel managers are forced to hire new employees in order to secure smooth hotel operations as well as replace those employees who have left for their competitors. Newly hired employees need to be instructed and trained, which has a negative influence on hotel costs. We assume that both an employee’s age and the level of education determines the quality of their performance at work, as well as their personal stability, thus having an influence on business sustainability. This paper analyzes the age and education diversification of employees in four-star and five-star hotels in Slovakia, and its impact on employee turnover. The research was undertaken in 2019, with a research sample comprising 1085 individuals employed in selected chain and independent hotels. We examined the opinions of employees from different ages and education levels about their retention and changes of employment. Statistical testing confirmed the relation between turnover and the educational level of the employees. However, the correlation between turnover and age was rejected. We analyze the different perceptions of retention and job change of employees from different age groups. The revelation of the causes as to why employees might leave a hotel could help managers change their philosophy and the processes of human resources management in favor of developing a sustainable company.

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Generational Diversity in the Workplace: A Systematic Review in the Hospitality Context

Cited by 35 publications

References 66 publications

Xennials: a microgeneration in the workplace

Xennials: a microgeneration in the workplace

The Emancipatory Approach in Hospitality Research on Employees With Disabilities: An Auto-Ethnographic Research Note

Age and Educational Diversification of Hotel Employees and Its Impact on Turnover

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