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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 purpose of this paper is to analyze the gap in reading literacy of young immigrant children in Italy and examine if this gap is significantly influenced by pupils’ length of stay in Italy and country of origin.

The author estimate a standard education production function where student test performance in language is modelled as a function of the native vs immigrant first- and second-generation status and a set of additional variables that control for students, schools and catchment area characteristics. In the analysis the author use the 2010-2011 school-year data for four stages of schooling: second and fifth grade/year of primary school, sixth grade of lower secondary school and tenth grade upper secondary school.

Results confirm the presence of a significant gap between natives and immigrants students in school outcomes for all grades, with first-generation immigrants showing the largest gap. Further, comparing the results between first- and second-generation immigrant students suggests that the average significant gap observed in the first generation is mainly due to the negative performance of immigrant children newly arrived in Italy. That is, for first-generation students, closing the gap with second-generation ones seems to be, for the most part, a matter of time. At the same time, the gap between natives and second-generation immigrants remains significant in all grades. Finally, when the author compare the results across the different years, it turns out that interventions at younger ages are likely to be more effective.

Despite the availability of a rich set of controls, endogeneity issues may play a role in the analysis.

Results suggest that if the foreign children’s late arrival is the result of national migration policies on family reunification, the authorities need to carefully compare the possible benefit of delaying immigrant family reunification against the possible costs of students’ lower school performance.

Among economist, only few recent studies address the important question of whether the age at arrival and the length of stay in the host country matters for immigrants’ educational achievements. Moreover, while according to PISA 2009 results, Italy has some of the largest native-immigrant school performance gaps among OECD countries there are no studies that investigate this issue.

This study aims to identify and measure the lexical gap between the old and young generations in the Jizani dialect and determine the causes of that gap.

A 20-item questionnaire was distributed randomly among 104 participants. Next, 12 participants were selected and interviewed. SPSS software was used to analyse the quantitative data from the questionnaire. The data elicited from the interviews was qualitatively analysed, considering age and gender factors.

The major findings revealed that a lexical gap between old and young language speakers in the Jizani dialect exists. The gap between young females and the older generation was greater than that between young and old males. Some old words are likely to disappear in the coming decades. Social media, which is a time-consuming and word-borrowing medium for young people, was one of the reasons, besides the tendency of females to use prestigious words.

This study attempted to find the differences between the vocabularies of old and young speakers. If it does exist, is it significant? What are the reasons for this lexical gap? This will help other researchers and dialectologists register the old words before they die out and try to bridge that lexical gap.

The purpose of this paper is to disentangle the different and sometimes controversial aspects of Generation Y workers’ behavior at the workplace and to provide real-life answers to human resource management and the study of employee relations.

The study makes use of an empirical research framework to assess dominant preferences, values and patterns of behavior in workplaces where Generation Y employees have demographic relevance. The main research questions that this paper will address are: RQ1: What are the main features of organizational culture that are deemed functionally important to their job satisfaction by Generation Y workers? RQ2: Which are the general societal and generational values that affect most prominently their behavioral responses to duties and tasks in the workplace? RQ3: How do millennial workers perceive the gap between a real and an ideal organization in which they work in interactional and behavioral terms? The methodology includes a survey and interviews conducted in a multinational corporation based in Budapest. The theoretical framework is the one developed by Margaret Mead (1970) on value preferences and their generational change.

When generational values and behavioral patterns are not in harmony with the proper organizational cultural aspects of the company high attrition rates become manifest. Generation Y workers can be defined as cofigurate culture (Mead, 1970) in the sense that this generation encapsulates innovative aspects in some bridging features to the previous generation (Generation X). This is one of the aspects that may account for the conflicting social and work values that characterize work relations between Generation Y and X employees. Moreover, because of the three different domains on which work satisfaction is built (social, organizational and cultural) Generation Y workers will aim to strike a balance between expectations, ideas about what a good organization should look like and real-life experiences.

Since the research concerns only one company case study, its scope is limited. In particular, empirical approaches to the study of employee relations with Generation Y workers are still few and more research is needed to fill this gap.

Millennial workers are not simply part of a different generation, as they actually share some value aspects and orientations of the previous generation. The practical implication is that the behavioral and organizational features that bridge Generation X and Y preferences should be detected in order to improve employee relations. Second, paying attention to the social, cultural and organizational features that Generation Y workers deem as important when describing their daily work experiences, it is possible to limit miscommunication and reduce attrition rates.

The study of generational features and tendencies at the workplace is an important social field since it brings new insights into work relations and leadership. Treating the Generation Y as a cofigurate culture helps to bring together cultural and social preferences with values built on the workplace and in the social context of belonging.

The paper provides an original contribution to the study of generational, social and organizational aspects concerning the daily work experience of millennials in a corporation. The study builds an empirical framework in which the value aspects that shape the everyday reality of employee relations are measured and triangulated with qualitative data from ethnographic interviews. This paper can be of interest both to academic and to practitioners, thanks to its strong practical application to human resource management.

The purpose of this paper is to develop a knowledge base for project managers to understand and deal with issues that arise out of Generation Y working with other generations. The research study is expected to generate interest among the research community for undertaking similar studies to advance understanding on this interesting and important topic.

This research method consists of analyzing literature review findings and survey results of an exploratory study of Generation Y working professionals. Both the literature review findings and the study results were analyzed to develop findings and recommendations.

Research results confirmed that the generation gap is an issue. Generation Y is viewed unfavorably and they face struggles in dealing with other generations. These generation gap issues might vary depending on the type of industry and composition of the workforce. People from each generation – raised in different social and technological contexts – bring different attitudes, values, and work ethics to the workplace and a project manager is required to manage these to improve project team effectiveness.

The research study has a participant selection bias; only Gen Y working professionals from the USA participated in the study and people from other generations and Generation Y people from other countries were not included in the study. Therefore, study results do not reflect issues from the perspectives of other generations. A similar study that considers participation of people from real project teams consisting of different generations is recommended to validate the research results of this study.

The paper explored issues concerning project teams consisting of members from different generations. Results are expected to help project managers develop team management strategies. This study is also aimed to develop a foundation for future studies to examine how project management can deal with project teams consisting of people of different generations working together. The study findings and implications for practical use are limited due to participation bias.

The study is an original effort in examining some of the issues related to different generations working together in a project environment. Results are of relevance in today's corporate world. Project teams span many generations and present challenges in developing them into a high performing team. This paper addresses some of the challenges from the perspective of Generation Y.

In spite of technology and its subsequent organizational advantages, the purpose of this paper is to advocate the need for public sector leadership to understand and consider the forthcoming pivotal role and challenges associated with the unique values and characterises of a multiple generation workforce will have in the attainment of organizational goals and objectives.

An examination of the literature is utilized to identify management techniques and work methodologies regarding generational differences and unique characteristics of four organizational workgroups – veterans, baby boomers, generation X, and Y, which may be an underlying factor in the attainment of organizational success.

This paper advocates that an understanding of generational differences may enable management to structure strategies and transformation techniques to motivate employees to the full extent of their skills and abilities in order to support the realization of organizational goals and objectives.

This paper enhances personal knowledge and understanding at the theoretical and practical levels enabling business leaders to gain insight regarding the generational differences and unique characteristics of four organizational workgroups – veterans, baby boomers, generation X, and Y. Without understanding these different cohorts' values, management strategies and techniques cannot be fully utilize nor can employees be fully motivated to the full extent of their skills and abilities, in order to support organizational goals and objectives.

With some important exceptions, immigrants tend to lag behind native students in terms of educational attainment and academic achievement. Prior research has focused on two individual-level explanations for the educationally disadvantaged position of immigrant students.

The purpose of this paper is to document a gap between generation X and Y’s behavior toward decision making for hiring a professional financial planner in context of an emerging country.

This research is based on a public survey in Malaysia on the effect of five major contributing factors (namely, awareness, acceptability, affordability, accessibility and assurance) on the decision to hire a professional financial planner. The study further shed light into the difference among the influential factors among generation X and Y.

Although awareness, acceptability, affordability and assurance have demonstrated significant effect on decision making in general, their impact varies among different age groups. Results of moderation tests on the role of age suggest that for Gen X, the determinant factor is only their acceptability of the financial planning service. However, awareness, affordability, acceptability and assurance are critical factors for Gen Y respondents. In contrast to Gen Y, the Gen X respondents tend to have more awareness toward their needs for financial planning; they have gained enough experience to assess the credibility of the planner and test their assurance; and have higher earnings to afford the financial planners services.

Findings of this study are novel as it provide first hand picture from an emerging market in South-East Asia. Moreover, the study documents generation gap in financial decision making process.

This paper aims to identify the dimensions of the political empowerment of Indian women and assess the factors responsible for the lacunas that hold women back in their potential.

The research was based on primary data collected through a personal interview method from a sample of 68 women managers working in five different sectors of the Indian economy, namely; IT, education, telecom, banking, and hospitality sector. Further, data on the five factors from a sample of 423 women employees from the above-mentioned sectors have been collected and analyzed using a multiple regression model with control variables (marital status and generation gap).

The major factors churned out that are needed for the political empowerment of women are namely, information or awareness, family support or family environment, legal environment, political environment, and personal ambitions or internal motivation.

The present study has presented new insight into the field of women and politics by providing a case study into the dimensions of political empowerment among Indian women. The pilot model developed in this study can be initiated and replicated across the land on being successful.

This study aims to explore the factors that encourage Generation Z consumers to turn an ethical purchase intention into purchase behaviour. Theory of planned behaviour model is applied to understand the Generation Z ethical consumerism.

Qualitative method in the form of 18 semi-structured interviews was conducted on participants aged within the Generation Z cohort in the UK.

Research findings show that Generation Z has strong awareness and desire towards ethical and environmental issues. Driven in the main by the cohorts unlimited exposure to social media platforms and online resources where information is shared. Generation Z’s frugality limits them to purchase truly ethically in their current life stage. Financial aspirations from this target market suggest a future desire to purchase high value ethical items. Further trends discovered highlighted sustainable lifestyle choices within the generation. Recycling, diet choices and reduced consumption on clothing were expressed. The paper highlights that Generation Z are aware of ethical issues prevalent in society and are doing what they can at this life stage to make a positive impact.

This research has valuable implications for both academics and marketers. It provides new insights for scholars into understanding Generation Z decision-making in ethical consumption. It successfully applied the Theory of Planned Behaviour to understand generational consumer behaviour. The findings can assist practitioners to determine effective marketing strategies to persuade Generation Z to act ethically. The research can also be considered when dealing with government legislation when tackling social change in younger population as this appeared important factor for the researched consumers. Marketers should also consider digital influencers as part of their communication campaigns targeting Generation Z users.

This search offers a valuable contribution to current academic findings towards Generation Z research as ethical consumers incorporating TPB framework.