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Income inequality in Brazil is high and persistent, explained at least in part by low intergenerational income mobility. Despite the increasing female labor participation, most of the studies consider only father’s income to analyze intergenerational mobility. This chapter aims to analyze the role of mothers in intergenerational income mobility and the differences in mobility patterns between daughters and sons in Brazil. We use information from social mobility supplement of 2014 National Household Sample Survey to estimate intergenerational elasticity of labor income. The results show that the relation between mothers’ and children’s income is almost as high as that of fathers, especially for daughters. Mobility patterns’ analysis reveals no significant differences between daughters and sons. However, gender income inequalities are more pronounced for women from poor families. As returns to education are increasing, the educational advantage of female over male workers seems to offset gender gap for those of richer families. Moreover, the educational mobility between generations was higher for daughters than for sons. Despite that, daughters did not experience greater income mobility than sons. These results suggest that equalizing educational opportunities is important to promote intergenerational income mobility, although not sufficient. Nowadays, women in Brazil are more educated than men, but there exist social barriers to achieve equal payment for similar levels of schooling. Then, there is still room for gendered actions and policies related to improvements in labor market conditions to narrow the gender wage gap between men and women and between workers from richer and poorer families.

This paper documents how gender differences in occupational status (defined by earnings, education, and returns to skills) have evolved over time and across generations. The paper finds a persistent gender earnings gap, a reversal of the education gap, and a convergence in starting salaries and returns to experience. Divergent occupational choices might explain part of the persistent gender gaps and women’s failure to reach parity with men in the earnings distribution. Women choose more flexible jobs than men. But whereas men dominate women in high-powered occupations, they are also more likely to be in low-skilled low-pay occupations. Differential effects of children and time spent keeping house explain most of the gender gap in high-powered occupations but cannot explain fully why women choose more flexible occupations.

The purpose of this paper is to examine the influence of the generational category that managers in India belong to on their job satisfaction and on their satisfaction with organizational communication; the authors defined organizational communication as the communication that occurs in interactions between employees. The authors wanted to see whether there would be differences between the generations in the attitudes to and expectations of organizational communication, and whether this, in turn, would influence their job satisfaction.

A total of 400 managers working in public and private listed companies in India were surveyed using a questionnaire over the period of a year, from August 2016 to July 2017. This resulted in 334 responses. The questionnaire measured the respondents’ choice and comfort with communication media, their satisfaction with the communication at their workplace and the type of interactions that took place. It also measured the respondents’ job satisfaction. The study was inter-disciplinary in nature, in that it drew on several theories of communication, e.g. accommodation theory and media richness theory, alongside the findings from empirical studies that have looked specifically at intergenerational differences.

The authors found that organizational communication was positively related to job satisfaction, and also that generational category moderated the relationship between these two factors. In addition, the results show that Gen Y managers in particular were the least satisfied generation at work, and that they frequently used avoidance while communicating with older adults. The conclusion is that job satisfaction may be enhanced, by focusing on the development of a positive communication environment; in addition, employees who belong to different generations may define what constitutes a positive communication environment in very different ways.

Despite receiving some attention in other contexts, such as in the family, the impact of intergenerational differences in the workplace has not been widely investigated. A few studies do exist on the influence of generational differences on work outcomes and on attitudes and behaviors, but much still remains to be done. In addition, while there have been many studies on job satisfaction, as well as on levels of attrition in workplace settings, very few have looked specifically at non-Western contexts such as India. The present study attempts to contribute to this debate, by providing a comparison of the workplace communication preferences and experiences within multi-generational organizations in India.

Achieving intergenerational interaction and avoiding conflict is becoming increasingly difficult in a workplace populated by three generations – Baby Boomers, Generation X‐ers and Generation Y‐ers. This paper presents a model and proposes HR solutions towards achieving co‐operative generational interaction.

This paper adapts Park's theory of race relations to explain the distinctiveness of generational work groups and the challenges and opportunities that these groups present when interacting in organisations. Rashford and Coghlan's cycle of organisational change, based on the Kübler‐Ross grief cycle, is then mapped onto Park's race relations cycle in order to link generational interaction to emotional reactions to change over time.

The paper sets out a research agenda for examining how generations interact in the workplace. It acknowledges the limitations of using Park's theory of race relations, in particular the criticisms levelled at assimilationist approaches.

The paper provides an alternative viewpoint for examining how generations co‐exist and interact and shows how HR solutions can respond to the needs of different generations.

Purpose: This paper examines for the first time inequality of opportunity for income in Africa, by analyzing large-sample surveys, all providing information on individuals’ parental background, in five comparable Sub-Saharan countries: Ivory Coast, Ghana, Guinea, Madagascar, and Uganda.

Methodology/approach: We compute inequality of opportunity indexes in keeping with the main proposals in the literature, and propose a decomposition of between-country differences that distinguishes the respective impacts of intergenerational mobility between social origins and positions, of the distribution of education and occupations, and of the earnings structure.

Findings: Among our five countries, Ghana in 1988 has by far the lowest income inequality between individuals of different social origins, while Madagascar in 1993 displays the highest. Ghana in 1998, Ivory Coast in 1985–1988, Guinea in 1994, and Uganda in 1992 stand in-between. Decompositions reveal that the two former British colonies (Ghana and Uganda) share a much higher intergenerational educational and occupational mobility than the three former French colonies. Further, Ghana distinguishes itself from the four other countries, because of the combination of widespread secondary schooling, low returns to education, and low income dualism against agriculture. Nevertheless, it displays marked regional inequality insofar as being born in the Northern part of this country produces a significant restriction of income opportunities.

Originality/value of paper: By providing the first figures for five countries of Sub-Saharan Africa, this paper allows enlarging the sample of international comparisons in the study of inequality of opportunity. It also reveals some suggestive evidence regarding the long-term origin of intergenerational mobility differences, and in particular the colonial legacy of school extension and of dualism against agriculture.

The purpose of this paper is to investigate the determinants of self-employment, using data from the British Household Panel Survey.

Using the maximum likelihood estimation, the authors estimate the Probit models via disaggregation of the sample by male and female, and inclusion of regional and industrial controls.

This paper finds that the intergenerational links in self-employment run significantly through father-son, and mother-daughter. In addition, the authors find that lump-sum endowment, aspiration, marriage and education attainment are all significant and positive determinants for female self-employed while insignificant for male self-employed. Variables including number of children, health of the individual, and age effect are more important determinants for male than for female self-employed.

The findings show that there are significant differences between male and female self-employed. Future studies on self-employment should therefore distinguish the two genders in their econometric models.

The authors reinforce and add to the exiting literature on gender differences in the determinants of self-employment. The authors disaggregate the data by gender, and introduce some important variables for empirical studies, such as father self-employed, mother self-employed, aspiration, health of the individual, and age effect.

The purpose of this study is to examine the intergenerational influence across dyads of mothers and daughters from the USA and the People’s Republic of China (PRC), with a particular interest in discovering the cross-national differences in terms of the level of mother–daughter brand preference agreement, the directional influence from daughter to mother and leading factors for the observed differences.

Using a parallel survey method, responses were obtained regarding participants’ brand preferences, as well as their perceptions of their dyad partners’ preferences, for 20 product categories. A total of 76 dyads in the USA and 114 dyads in the PRC were collected.

Results not only confirmed the existence of intergenerational influence in mother–daughter dyads’ brand preferences after removing the nominal bias that previous studies commonly suffered but also suggested two interesting cross-national differences. Specifically, the authors find that US mother–daughter dyads possess a higher level of brand preference agreement than their PRC counterparts; however, the influence from daughters to mothers in the PRC is greater than in the USA. The authors further find that two potential leading factors contribute to the observed cross-national differences; mother–daughter communication is stronger but less influential in the USA than in the PRC, while children’s peer influence, measured as information influence of peers, is weaker but more influential in the USA than in the PRC.

Understanding intergeneration influences in different cultural contexts may be applicable in developing communication strategies leading to brand preference.

This study contributes to the consumer socialization literature by examining the cross-national differences of intergenerational influence in brand preferences and their leading causes of such differences in the context of the two biggest economies.

The aim of the present study was to identify the pattern of intergenerational relations in interdependent society, examine the role of family functioning on it and the role of demographic variables (location, economic class, and familial role) on intergenerational relations, and study the processes of different types of intergenerational relations (solidarity, ambivalence, and conflict). India being an interdependent society emphasizes the family bonds where more than one generation cohabits together. Thus, exploring the intergenerational ties and family dynamics becomes an important factor to examine. The present study anchored in Kagitcibasi’s Family Change Theory investigates intergenerational relationships in India, examining the shift from joint to modified extended families. With 720 participants in urban and rural areas, the research explores cultural attitudes, socioeconomic variables, and coping strategies and intergenerational dynamics within families. Findings reveal prevalent solidarity, ambivalence, and affection, with rural–urban distinctions. The study underscores the importance of understanding intergenerational dynamics, providing insights for scholars, policymakers, and social workers to enhance support networks. The research contributes valuable knowledge to address evolving family needs in the context of changing societal norms and economic factors.

Innovation is the most important quality of enterprise management. It is an important and controversial issue whether the heterosexual leadership structure of the chairman and chief executive officer (CEO) makes the work “easy” or “very tired” in enterprise innovation. This study investigates the specific impact of the heterosexual leadership structure on enterprise innovation investment, and further explores influence mechanism between them from two perspectives. Specifically, from the perspective of enterprise leaders including the chairman and CEO, this paper analyzes the impact of surname sharing, intergenerational differences and top management team (TMT) external social network between the heterosexual leadership structure and enterprise innovation investment. And from the perspective of enterprise itself, this study explores the impact of ownership and organizational slack between the heterosexual leadership structure and enterprise innovation investment.

By using ordinary least squares regression (OLS), this study mainly takes the unbalanced panel data of A-share listed companies from 2008 to 2019 in Shanghai and Shenzhen as the research sample to empirically analyze the relationship and influence mechanism between the heterosexual leadership structure and enterprise innovation investment.

The results show that the heterosexual leadership structure of the chairman and CEO has a negative impact on enterprise innovation investment. Surname sharing and ownership positively moderate the negative impact of the heterosexual leadership structure of the chairman and CEO on enterprise innovation investment. Intergenerational differences and TMT external social network negatively moderate the relationship between the heterosexual leadership structure of the chairman and CEO and enterprise innovation investment. In addition, the moderating effects of intergenerational differences and TMT external social network on the relationship between the heterosexual leadership structure and enterprise innovation investment both depend on organizational slack. When organizational slack is lower and intergenerational differences are higher, the negative impact of the heterosexual leadership structure of the chairman and CEO on enterprise innovation investment will be the strongest. And when organizational slack is lower and TMT external social network is higher, the negative impact of the heterosexual leadership structure of the chairman and CEO on enterprise innovation investment will be the strongest.

By exploring the influence and the boundary mechanism of the heterosexual leadership structure of the chairman and CEO on enterprise innovation investment, the “heterosexual difference effect” is verified in this paper, that is, when men and women work together, work is very tired. This not only enriches the existing research of enterprise innovation investment, but also provides practical guidance for effectively improving enterprise innovation investment from a new perspective. In addition, it broadens the moderating mechanism of the impact of the heterosexual leadership structure of the chairman and CEO on enterprise innovation investment, which is conducive to reasonable response to improve enterprise innovation investment.

The purpose of this paper is to analyse the role played by parental education endowments vs intergenerational transmission of education in education differences between second-generation immigrants and natives for the French case.

First, estimates of human capital accumulation functions are performed by using a representative sample of the French population. Second, the Blinder-Oaxaca decomposition technique is implemented to underline the specific roles of differences in parental education endowments and of differences in intergenerational transmission in education between origins.

The econometric estimates of human capital accumulation function parameters underline that the determinants of education level (and their magnitude), differ substantially between natives and migrants. They also underline evidence of heterogeneity in the intergenerational transmission of education among the different origins of migrants in France. The Oaxaca-Blinder decomposition results show that parental education endowments account differences for a significant part of the education gaps among origins. No evidence is found that differences in parental transmissions of education explain these gaps.

The paper focusses on France, a country with a rich history of immigration in the twentieth century. The econometric analysis is based on a rich source of data for France that allows studying intergenerational mobility in education and also distinguishing natives from second-generation migrants based on their geographical origin.