Workplace learning and Generation X

Bova, Breda Murphy; Kroth, Michael

doi:10.1108/13665620110383645

Cited by 69 publications

(55 citation statements)

References 10 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…They were all Generation Xers as per the definition of Bova and Kroth (2001), as all were aged between 27 and 43 at the time of the study -i.e. born between 1965 and 1981.…”

Section: Resultsmentioning

confidence: 99%

“…Ten participants, complying with the criteria of being a Generation X, as per Bova and Kroth (2001) and a public servant, were purposively selected. Eight of these potential participants were eventually interviewed.…”

Section: Methodsmentioning

confidence: 99%

“…There is no consensus in the literature about the date range that defines Generation X. For the purposes of this study Generation Xers were deemed to have been born between 1965 and 1981 (Bova & Kroth, 2001), as 1965 is the most often-quoted starting date and 1981 a frequent ending date. The literature is consistent in characterising Generation X.…”

Section: Generation Xmentioning

confidence: 99%

See 2 more Smart Citations

Exploring factors influencing voluntary turnover intent of Generation X public servants: A South African case

Nienaber

Masibigiri

2012

Acta Commercii

View full text Add to dashboard Cite

Purpose: The purpose of this article is to report on the factors perceived to influence the turnover intent of Generation X public servants.The problem: The researcher investigated the factors that Generation X public servants in South Africa perceive as influencing their turnover intent. Design:The problem was studied by way of a case study. The data were collected by means of semistructured interviews. A total of eight purposively selected Generation X public servants participated in this study. Findings:The findings of the study show that the factors influencing the turnover intent of the Generation X public servants correspond to some of those proposed in the literature, including the nature of the job, traditional attitudes, and organisational context, both on the macro-and the microlevels. Furthermore, these factors are also congruent with the drivers of engagement as set out in the literature, specifically content, coping, compensation, community and career. One of the implications of the findings of this study is that although the value of employees to organisations were established as long ago as the Renaissance, organisations still do not capitalise on their most important asset. It is in particular the direct (line) manager that plays a crucial role in optimising the value-add of employees.Value: This study is original as it was the first to investigate the turnover intentions of Generation X public servants. Generation X employees are important as they are deemed to be the knowledge repositories of organisations and they are next in line to support the organisation when the Baby Boomers retire. The perceived turnover intentions correspond to some of the components of the generic turnover model proposed by Holtom et al. (2008). The question that arises is whether the turnover intentions of Generation X are any different from other generations. Conclusions:Given their unique characteristics, Generation X is a turnover risk, which is facilitated by employee mobility. The line manager has control over all the components influencing turnover intent, while engagement is omnipresent in these components. It is the role and responsibility of the line manager to facilitate engaged employees, which would equate to affectively committed employees, by attending to these components. In so doing the line manager can prevent the costly implications of employee turnover while capitalising on their value to the organisation.

show abstract

“…They were all Generation Xers as per the definition of Bova and Kroth (2001), as all were aged between 27 and 43 at the time of the study -i.e. born between 1965 and 1981.…”

Section: Resultsmentioning

confidence: 99%

Section: Methodsmentioning

confidence: 99%

Section: Generation Xmentioning

confidence: 99%

See 1 more Smart Citation

Exploring factors influencing voluntary turnover intent of Generation X public servants: A South African case

Nienaber

Masibigiri

2012

Acta Commercii

View full text Add to dashboard Cite

show abstract

“…While training and communications strategies must be targeted to the preferences of each generation, younger employees have forced organizations to re-engineer their training programs to be able to "explain why people need to learn X or Y" (Beaver et al, 2005, p. 601;Bova & Kroth, 2001). Trainers must communicate why employees should care about information, as it impacts them personally and the organization.…”

Section: Implication 3: Establishing Accountabilitymentioning

confidence: 99%

Motivating Foodservice Employees to Follow Safe Food Handling Practices: Perspectives From a Multigenerational Workforce

Arendt

Roberts

Strohbehn

et al. 2014

Journal of Human Resources in Hospitality & Tourism

View full text Add to dashboard Cite

Enter or paste the title of the article here. Use sentence capitalization, i.e., capitalize the first letter of the first word and the first letter of any proper nouns.Susan W. Arendta, Kevin R. Roberts, Catherine Strohbehn, Paola Paez Arroyo, Jason Ellis & Janell Meyer How to cite this manuscriptIf you make reference to this version of the manuscript, use the following information:Arendt, S. W., Roberts, K. R., Strohbehn, C., Arroyo, P. P., Ellis, J., & Meyer, J. (2014). Motivating foodservice employees to follow safe food handling practices: Perspectives from a multigenerational workforce. Published Version InformationCitation: Arendt, S. W., Roberts, K. R., Strohbehn, C., Arroyo, P. P., Ellis, J., & Meyer, J. (2014) ABSTRACT: Hospitality managers deal with a very diverse workforce, employing workers from up to four different generations, which poses a challenge for managers as they attempt to train and motivate employees. Food safety is of particular concern in foodservice organizations. This study assessed the generational differences related to foodservice employees' perceptions of their supervisors' roles in food safety and how supervisors could improve their effectiveness. A mixed methods approach (survey and focus groups) was used. Qualitative data analysis revealed four themes: consistency, training, managers' behaviors, and employees' behaviors. Based on these, best practices are suggested for motivating a multigenerational workforce.

show abstract

“…RETAIN provided the teacher with the opportunity to have meaningful experiences leading to the construction of knowledge derived from "incidental learning," which is "unplanned," occurring as a "byproduct" of a core activity built around a more explicit learning objective [12] [13]. While nanotechnology content knowledge and pedagogical content knowledge were the primary learning objectives of RETAIN, through the everyday laboratory experiences offered to the teacher, she was able to incidentally develop new instructional practices for scientific writing education.…”

Section: ) Case Study: Incidental Learningmentioning

confidence: 99%

Research models with dissemination activities for research experience for teachers (RET)

Agarwal

Sorge

Fore

et al. 2016

2016 IEEE Frontiers in Education Conference (FIE)

View full text Add to dashboard Cite

Abstract-Faculty members and staff from the Schools of Engineering & Technology, Science, and Education at Indiana University-Purdue University Indianapolis (IUPUI), have developed a model to provide research experience for high school teachers. In this intensive 8 week program, teachers spend 6 weeks in the summer conducting research, and two weeks designing classroom modules based upon their research experience to implement during the academic year.

show abstract

Workplace learning and Generation X

Cited by 69 publications

References 10 publications

Exploring factors influencing voluntary turnover intent of Generation X public servants: A South African case

Exploring factors influencing voluntary turnover intent of Generation X public servants: A South African case

Motivating Foodservice Employees to Follow Safe Food Handling Practices: Perspectives From a Multigenerational Workforce

Research models with dissemination activities for research experience for teachers (RET)

Contact Info

Product

Resources

About