Mind the gap: technology, millennial leadership and the cross-generational workforce

Murray, Adam

doi:10.1080/00049670.2011.10722556

Cited by 37 publications

(36 citation statements)

References 18 publications

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“…This differed from Longo's (2013) study which reported that older workers described negative stereotypes, multigenerational issues and disempowerment when moving jobs. However, difficulties experienced by some of our respondents in adjusting to the technological aspects of PHC aligns with research which has identified that younger age groups are less threatened by technology (Murray, 2011). The relationship we found between adjusting to technology and location of respondents in rural or remote areas also highlights the inequities which exist between exposure to technology, data access and mobile coverage in rural and metropolitan centres in Australia (University of Canberra, 2016).…”

Section: Discussionsupporting

confidence: 76%

Experiences of registered nurses transitioning from employment in acute care to primary health care—quantitative findings from a mixed‐methods study

Ashley

Halcomb

Brown

et al. 2017

Journal of Clinical Nursing

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Aims and objectives To describe the experiences of registered nurses who transition from acute to primary health care (PHC) employment. Background Internationally the provision of health care in PHC settings is increasing. Nurses are moving from acute care employment to meet the growing demand for a PHC workforce. However, little is known about the transition experiences of these nurses. Design A sequential mixed‐methods study comprising a survey, and semi‐structured interviews. This study reports on survey findings relating to the transition experience. Methods Convenience and snowballing techniques were used to recruit 111 registered nurses who had transitioned from Australian acute settings to PHC employment within the last 5 years. An online survey gathered data relating to personal and professional demographics, type of PHC setting and transition experiences. Results Most respondents (n = 90, 81.1%) reported receiving some orientation, although the length and content varied considerably. Those working in metropolitan locations were more likely to report concerns associated with their orientation, with respondents from rural or remote locations more likely to have access to a preceptor than city/metropolitan respondents. Just under half of respondents found prioritising workload (n = 47; 42.7%) or organisational knowledge (n = 45; 40.9%) difficult or very difficult, and 47.7% (n = 53) felt isolated or unsupported. 49.5% (n = 55) reported being overwhelmed with the new role either sometimes or regularly. Barriers to transitioning successfully included limited employer support to attend professional development activities. Conclusions Availability of specific support measures may assist in the transition process. Findings from our study should be considered by employers when recruiting nurses new to PHC, and when designing orientation and ongoing education programmes. Relevance to clinical practice This study highlights the challenges faced by nurses who transition from acute care into PHC employment. Understanding the barriers and facilitators to successful transitions enhances the process for future recruitment and retention of PHC nurses. This evidence can inform managers, educators and policymakers in developing support programmes for nurses moving into PHC.

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Section: Discussionsupporting

confidence: 76%

Experiences of registered nurses transitioning from employment in acute care to primary health care—quantitative findings from a mixed‐methods study

Ashley

Halcomb

Brown

et al. 2017

Journal of Clinical Nursing

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“…This is consistent with research and general literature on Millennials as this group is "team oriented," and reflects their role in academic libraries where more than half work as either library assistants or librarians/faculty as opposed to leadership positions. They worked in groups and teams throughout their lives in both academic and extracurricular activities from wearing school uniforms to playing in team sports (Buchanan, 2010;Downing, 2006;Emeagwali, 2011;Howe and Strauss, 2000;Moore and Wells, 2009;Murray, 2011). Further evaluation of the definitions also revealed that many individuals utilized terms associated with management in their responses as opposed to leadership terms.…”

Section: Discussionmentioning

confidence: 99%

“…To summarize the key attributes for Millennials identified in the research body: they place great importance on achieving work-life balance; are accustomed to working in groups or team; engage in multi-tasking, and use multiple technologies in their daily lives; (Espinoza et al, 2011, Foltz, 2010, Lippincott, 2010and Murray, 2011 have success in securing resources (e.g., funds and technology); have an ability to build partnerships and working relationships; are committed to professional development; and support for work/life balance (Young, Hernon, & Powell, 2006). Turning to the perspective of library directors, they expect their replacements to be committed to service, results oriented, effective communicators, and able to delegate authority (Hernon, Powell, & Young, 2003).…”

Section: Literature Reviewmentioning

confidence: 99%

Millennials among the Professional Workforce in Academic Libraries: Their Perspective on Leadership

Graybill

2014

The Journal of Academic Librarianship

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“…A literatura aponta algumas divergências na definição dos limites de idades que formam as gerações, mas grande parte dos estudos indica que os boomers nasceram entre 1946 e 1964 (Young, Sturts, Ross, & Kim, 2013); a geração X, entre 1965 e 1980 e a geração Y, de 1981 até o início dos anos 2000 (Gursoy, Maier, & Chi, 2008;Murray, 2011). Ressalta-se que geralmente a definição do coorte geracional é marcada pelos acontecimentos históricos de relevância de dado país.…”

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A Influência da Satisfação Laboral no Bem-estar Subjetivo: Uma Perspectiva Geracional

Satuf

Monteiro

Pereira

et al. 2018

Psic.: Teor. e Pesq.

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RESUMO -Os estudos relacionados ao bem-estar subjetivo e à satisfação laboral indicam uma relação entre os constructos. Contudo, a magnitude dessa relação pode ser influenciada por diversos fatores, entre eles, as gerações. O objetivo deste trabalho foi identificar as diferenças e semelhanças nas dimensões da satisfação laboral que influenciam o bem-estar subjetivo entre as gerações. Foram analisados os dados de 1042 sujeitos brasileiros e portugueses: 376 da geração Y, 400 da geração X e 266 baby boomers. As análises realizadas mostraram diferenças entre as dimensões da satisfação laboral que atuam como preditores do bem-estar subjetivo e indicaram diferenças na magnitude da relação entre as variáveis. Os resultados sugerem diferenças geracionais na relação entre satisfação laboral e bem-estar subjetivo.Palavras-chave: satisfação laboral, bem-estar subjetivo, gerações.The influence of job satisfaction on subjective well-being:A generational perspective ABSTRACT -Studies related to subjective well-being and job satisfaction indicate a relationship between the two constructs. However, the magnitude of this relationship can be influenced by several factors, including differences among generations. The aim of this study was to identify the differences and similarities in dimensions of job satisfaction that influence subjective well-being among generations. Data included 1,042 Brazilian and Portuguese subjects: 376 of generation Y, 400 of generation X, and 266 baby boomers. Analysis showed differences between the dimensions of job satisfaction that predicted subjective well-being and indicate differences in the magnitude of the relationship between the variables. Results suggest generational differences in the relationship between job satisfaction and subjective well-being.Keywords: job satisfaction, subjective well-being, generations.O trabalho é visto como fonte de identificação e autoestima, um meio para se atingir um sentimento de participação nos objetivos da sociedade (Navarro & Padilha, 2007), por meio da produção de bens e serviços voltados para a satisfação das necessidades sociais (Ribeiro, 2013). Os estudos realizados por Blanch em 1990 indicaram que o trabalho funcionava ainda como um importante fator de estruturação da vida psíquica, sociopolítica e cultural, ao possibilitar salário, status, identidade, direitos e deveres, certeza e segurança (Goulart, 2009). Assim, valorizar a satisfação no trabalho (ST) torna-se importante na vida dos indivíduos e organizações, já que ela possui potencial impacto tanto no bem-estar pessoal quanto na saúde organizacional.Considerando a importância assumida pelo trabalho na vida dos indivíduos, podemos inferir que a sua avaliação, quer positiva, quer negativa, exercerá, potencialmente, influência na satisfação com a vida como um todo (Russell, 2008). Tal relação poderá, contudo, diferenciar-se consoante o papel que o indivíduo atribui ao trabalho, papel este que tende a ser diferente entre as gerações X, Y e Baby Boomers. Dessa maneira, o objetivo central deste artigo é...

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Mind the gap: technology, millennial leadership and the cross-generational workforce

Cited by 37 publications

References 18 publications

Experiences of registered nurses transitioning from employment in acute care to primary health care—quantitative findings from a mixed‐methods study

Experiences of registered nurses transitioning from employment in acute care to primary health care—quantitative findings from a mixed‐methods study

Millennials among the Professional Workforce in Academic Libraries: Their Perspective on Leadership

A Influência da Satisfação Laboral no Bem-estar Subjetivo: Uma Perspectiva Geracional

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