Search results

Research on gender attitudes has consistently found that younger generations have more gender egalitarian views than older generations. Less attention, however, has been directed toward examining whether the generation gap has grown or shrunk over time and whether it differs across dimensions of gender attitudes. Using data from the General Social Survey for years 1977–2018,the authors examine the generational gap in gender attitudes across three components: views toward women in leadership, working mothers, and the gendered division of family labor between public and private spheres. The results show that differences between generations vary significantly across these dimensions. Attitudes have converged over time in support for women’s leadership, yet Baby Boomers espouse slightly higher levels of support than other generations, including the younger Generation Xers and Millennials. In contrast, consistent generation gaps are observed in support for working mothers, where younger generations hold more supportive views than respective older generations. Attitudes toward the gendered division of public/private sphere labor have converged between Millennials, Generation Xers, and Baby Boomers, with only Pre-Baby Boomers holding significantly more traditional views. Collectively, these trends highlight how cultural change through cohort replacement does not uniformly advance gender egalitarian ideologies. Instead, these shifts vary across specific dimensions of gender attitudes.

The authors study the role of collectivistic norms and beliefs on organizational citizenship behaviors (OCBs) in Mexico, including differences across gender and generations.

The authors researched the relationship between Mexican employees' collectivistic norms and beliefs and their OCBs, which the authors grouped into etic (universal), emic (regional) and unique (indigenous) categories, the latter referred to as Mexican OCBs (MOCBs). The authors also studied the role of gender and generations as moderators.

Collective norms had a positive relationship only on the etic OCBs of sportsmanship, while collective beliefs impacted altruism and civic virtue; the etic OCBs of personal development, protecting company resources, interpersonal harmony; and the MOCBs of dedication and camaraderie. Collective beliefs on the etic OCB of altruism, the emic OCB of protecting company resources and the unique MOCB of camaraderie were stronger for workers from Xers than for Millennials. Moderation tests also showed that collective belief had stronger effects on the emic OCB of protecting company resources and the unique MOCBs of dedication and camaraderie for men than for women.

Gender roles in emerging economies where society is characterized by collectivistic attributes, especially in a sample drawn from professional employees, may have changed. This could explain the reason why most of the interactions were stronger for men. Future studies involving gender roles should look beyond a demographic variable and design an instrument measuring self-perceptions of role identity, such as the Bem Sex Role Inventory (Bem, 1974). This study's findings could be generalized, particularly, to other Latin American nations, but scholars should acknowledge differences in economic development and gender roles, as well as unique cultural elements (Arriagada, 2014; Hofstede, 1980).

The results of this study yield three practical implications for international managers, including (1) distinguishing between the impact of changing cultural norms or beliefs on OCBs, (2) understanding how demographic factors such as gender or generation may influence the degree of OCBs exhibited in the workplace by specific employee groups, and (3) identifying cultural contexts which promote OCBs. First, workers from a younger generation in a collectivistic society, such as Millennials, respond less positively than workers from older generations to cultural beliefs concerning OCBs, such that they are less willing to engage in a particular category of OCBs including protecting company resources.

Global managers should be aware that employees engage in distinct OCBs for different reasons. Emphasizing cultural rules and norms behind helping one another may backfire in Mexico, particularly among men and younger generations of workers. This is understandable for these OCBs. For example, engaging in personal development for the organization's sake due to collective norms may be less effective that pursuing personal development opportunities that employees are passionate about or recognize as beneficial for their careers. Dedication and sportsmanship behaviors that stem from rules are likely less strong or effective as OCBs employees engage in due to strong beliefs or altruistic spontaneity.

The authors filled a gap in scholar's understanding of cultural norms and beliefs on behavior. Specifically, the authors found that cultural beliefs shape etic, emic and unique MOCBs, particularly for men and older generations, and that cultural norms have a negligible and sometimes negative role, being positively related only to the etic OCB of sportsmanship.

The purpose of this paper is to compare and understand how age, gender and culture affect individual career and work-related attitudes in Chinese and American samples.

Online and printed questionnaires were administered to employees and managers in China, whereas in the USA, faculty, staff and students at a Midwestern university responded to an online survey. Snowball sampling technique was used to collect data. Independent sample t-tests were conducted to test the hypothesis.

The study showed different work values and attitudes in the workplace between Chinese and the US samples, and indicated the specifics influences that national culture has on them. Culture affects generational changes; generational differences in the US sample are bigger than in Chinese sample; work values differ across generations and cultures; traditional gender role differences persist more strongly across generations in Chinese sample than in the US sample.

Generalizability issues; cross-sectional data.

US-based multi-national corporations need to understand these differences and better manage their diverse employees operating in China.

This study compared generation, culture and gender differences simultaneously; parallel groups at similar life stages were used by basing the boundaries of each generation on the distinct cultural events of each nation. This approach is more consistent with generation definitions than by using influential specific events of each country, respectively. Useful to managers, it will provide guidance for understanding work values and attitudes across gender and generations in the USA and China. Most benefit will occur for US based multinational companies that have Chinese operations, and manage employees with cultural, gender and generational differences.

The purpose of this study is to examine the potential relationship between generational membership and perspectives on female leadership.

Participants from Generation X (birth years from 1961 to 1980) and Generation Y (birth years from 1981 to 2000) rated 10 descriptor words, which came from Kouzes and Posner’s ten most admired leadership characteristics. Participants were put into three gender conditions: rating a male leader, female leader or gender-neutral leader.

Differences did not emerge for the gender conditions, probably due to the methodology implemented. However, findings indicated that Generation X members admired competency and honesty more than Generation Y members, while Generation Y members admired ambitiousness and determination more than Generation X members.

By examining the perceptions of different generations, we can begin to track potential changes in this country’s perspective on female leadership.

This study addresses how generation may be specifically linked to attitudes toward leadership; however, few empirical research projects have been done on the subject. Because this area of research has not been explored thoroughly, the present study has the potential to yield new and illuminating results. The present study may be one of the first steps in determining if our views on female leadership are changing.

This chapter focuses on Norwegian farm families by analysing succession patterns across generations and genders in “beanpole” families, i.e. those with several living generations (Brannen, Moss, & Mooney, 2004). The focus is on transfer of property in the case of farm families and its importance for gender relations. Succession here refers to the transfer of farm management control, which may be seen as a continuous, multi-phase process in farm families which begins when the successor is young with gradual assumption of specific responsibilities within the farm business (Symes, 1990). One aim of the chapter is to connect changes in succession praxis in the case of farm families in Norway with the societal changes of three-four generations over the twentieth century. The dynamics of families and households are regarded as key elements of issues such as farm structure (Bengtson, 2001; Bokemeier, 1997; Hareven, 1996; Willson, Shuey, & Elder, 2003), and farm families offer an interesting case for examining intergenerational relations (Brandth, 2002; Elder, Rudkin, & Conger, 1995; Elder, Robertson, & Rudkin, 1996; Lee & Cassidy, 1981; Melberg, 2003).

This introduction discusses the ways the idea of generation has been used in scholarship, for the general public, and in marketing to define and discuss social trends and understand behavior. The need to apply an intersectional lens to the concept is stressed. The eight chapters in the volume, each of which applies such a lens, are summarized. The particular relevance of gender and generation to the current Covid-19 pandemic is highlighted by the introduction and the chapters. Topics include transmission of and changes in gender attitudes and beliefs, generational differences in LGBTQ experiences, retirement and caregiving.

The eradication of gender discrimination at work has been a prominent feature of the UK political and business agenda for decades; however, the persistent business gender leadership gap remains. The concept of second-generation gender bias has recently been proposed as the primary cause. This paper aims to evaluate how women experience second-generation gender bias in construction organisations. It examines key manifestations of second-generation gender bias and how it impacts women’s career progression into leadership positions in the UK construction industry.

This paper adopts a broad feminist interpretative lens aligned with the general aims of feminist critical inquiry through semi-structured interviews with 12 women experiencing career journeys of at least five years in the construction industry.

This paper reveals that second-generation gender bias hinders the career development and leadership identity of some women and the persistent business gender leadership gap is unlikely to change without addressing it.

There is little or no research that speaks exclusively to the experience of second-generation gender bias and female managers working within the UK construction. This paper provides further insight into the barriers women face when attempting to progress into senior management roles, particularly in construction.

This paper uses a combination of organisation theory, gender theory and the work environment to study the generation and implementation of new ideas in organisations. How do employees' perceptions of organisational structure and the work environment affect idea generation and implementation, and how does gender moderate this relationship?

The study develops and tests a structural equation model using data from a survey of a large Norwegian energy corporation. Survey items are measured using five-point scales and show good internal consistency levels. Exploratory factor analyses are used to ensure internal consistency, and confirmatory factor analyses are used to assess the fit of the model. Convergent and discriminant validity tests are also performed. Common method bias and invariance are evaluated across the female and male samples.

The theoretical model had a better fit for the male sample than the female sample, indicating that men's innovations were better captured than women's. The relationship between creativity and implementation is moderated by gender: women's ideas are not implemented to the same degree as men's. Work pressure has a positive effect on creativity; support from colleagues affects both idea generation and implementation, though support from managers does not.

The study has the usual limitations of cross-sectional surveys. The findings confirm that the two phases of the innovation process (idea generation and implementation) depend on similar intrinsic motivational factors in the work environment. However, implementing ideas also depends on decision-making authority.

Managers should be aware of how to increase innovative potential among employees. Employees should be given decision-making authority and work in an environment with supportive colleagues. The gendered findings in the study indicate that more attention should be paid to women's innovations in male-dominated corporations.

The study integrates research from disciplines that traditionally do not communicate into one theoretical framework to explore the conditions for employee-driven innovation. The findings highlight the need for developing gender-neutral innovation measures and understanding context-embedding innovation processes.

The tendency shows that more customers will bring and use their mobile devices in-store. This study proposes a further analysis of the complementary role of the mobile device in an in-store purchase providing a characterisation of those customers and analyses their usage preferences and behaviour intentions, presenting new insights concerning gender and generation preferences.

Quantitative research with customers of electronic stores was conducted based on a questionnaire applied at the store’s exit. To assess the differences between genders and among generations were used the parametric T-Test and one-way ANOVA.

The results demonstrate divergencies between generations when using mobile devices. In addition, they indicate that males have more intention to manage shopping tasks efficiently and consequently are less affected by in-store marketing stimuli and less predisposed to impulse purchases.

Although real customers participated, a convenience sample was used. The results should be compared with research on other retailer types. The customer shopping motivations and the types of mobile device usage should be further investigated since they can change the experience and the retailer’s outcomes.

Contributing to related specific research areas such as shopping behaviour and technology in retail settings by showing the usage preferences, the study also provides information for retailers, especially those needing to approach the Gen Z customers, improving the development of strategies.

This research explores further the complementary role of the mobile device in an in-store purchase. By conducting the study in a new setting, it brings new insight into a less explored, yet important sector.

to examine consumers' perceptions of retail brand representations of gender-oriented and/or sexuality-oriented identities. The authors explore the value of developing more progressive, inclusive brand values to support more effective retail brand communications and imagery.

Photo elicitation, utilising LGBTQIA+/sexuo-gendered imagery from retail brand marketing communications, facilitated discussion within focus groups representing various genders, age generations and sexualities.

Younger generations indicate a preference for fluid gender and sexuality and endorse retail brands that represent this progressive understanding. Gender and age moderate preferences for representative imagery, with older males more resistant to sexuo-gendered messages and females of all ages more accepting.

The research is limited in generalisability, geography and demographics. The focussed approach did, however, enable collection of rich, insightful data to underpin evaluations of communicative brand values.

The inclusion of diverse and fluid sexuo-gendered identities within the brand values of retailers would enable effective targeting of consumers across a range of more traditional cohorts.

The evolving ideology towards inclusiveness, identified within the generational cohorts, demonstrates social change through progressive acceptance of more fluid gendered and sexual identities.

The research adopts a novel approach to examining diverse, sexuo-gendered imagery within gendered and generational cohorts, offering qualitative examples of a progressive social ideology.