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11 – 20 of 59
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Article
Publication date: 5 July 2013

Shawn M. Carraher

1354

Abstract

Details

Journal of Technology Management in China, vol. 8 no. 2
Type: Research Article
ISSN: 1746-8779

Content available
Article
Publication date: 7 October 2013

Shawn M. Carraher

1038

Abstract

Details

Journal of Technology Management in China, vol. 8 no. 3
Type: Research Article
ISSN: 1746-8779

Content available
Article
Publication date: 6 January 2012

Shawn M. Carraher

1088

Abstract

Details

Journal of Management History, vol. 18 no. 1
Type: Research Article
ISSN: 1751-1348

Content available
Article
Publication date: 5 April 2013

Shawn M. Carraher

165

Abstract

Details

Journal of Technology Management in China, vol. 8 no. 1
Type: Research Article
ISSN: 1746-8779

Content available
Article
Publication date: 22 June 2012

Shawn M. Carraher

645

Abstract

Details

Journal of Management History, vol. 18 no. 3
Type: Research Article
ISSN: 1751-1348

Content available
Article
Publication date: 23 September 2013

Shawn M. Carraher

1722

Abstract

Details

Journal of Management History, vol. 19 no. 4
Type: Research Article
ISSN: 1751-1348

Content available
Article
Publication date: 4 January 2013

Shawn M. Carraher

1118

Abstract

Details

Journal of Management History, vol. 19 no. 1
Type: Research Article
ISSN: 1751-1348

Content available
Article
Publication date: 1 April 2014

Shawn M. Carraher

1949

Abstract

Details

Journal of Technology Management in China, vol. 9 no. 1
Type: Research Article
ISSN: 1746-8779

Content available
337

Abstract

Details

Journal of Management History, vol. 19 no. 2
Type: Research Article
ISSN: 1751-1348

Article
Publication date: 19 June 2009

Sherry E. Sullivan, Monica L. Forret, Shawn M. Carraher and Lisa A. Mainiero

The purpose of this paper is to examine, utilising the Kaleidoscope Career Model, whether members of the Baby Boom generation and Generation X differ in their needs for…

11929

Abstract

Purpose

The purpose of this paper is to examine, utilising the Kaleidoscope Career Model, whether members of the Baby Boom generation and Generation X differ in their needs for authenticity, balance, and challenge.

Design/methodology/approach

Survey data were obtained from 982 professionals located across the USA. Correlations, t‐tests, and multiple regressions were performed to test the hypotheses.

Findings

Members of Generation X have higher needs for authenticity and balance than Baby Boomers. There was no difference in needs for challenge between Baby Boomers and members of Generation X.

Research limitations/implications

A limitation in the study, as well as in most of the research on generational differences, is the use of cross‐sectional designs that fail to capture the influence of the aging process. A longitudinal, multi‐survey design over the lives of individuals would enable scholars to capture within‐ and between‐person differences and to permit a better understanding of whether differences are in fact due to generational effects or to aging.

Practical implications

Knowledge of the differences and similarities among the various generations in the workforce can help organizational leaders make important decisions about human resource policies and practices.

Originality/value

Many studies in the popular press stress the prevalence and importance of generational differences in the workplace. However, the little academic research that has been conducted has shown mixed results. The study uses the theoretical framework of the Kaleidoscope Career Model to examine generational differences in work attitudes.

Details

Career Development International, vol. 14 no. 3
Type: Research Article
ISSN: 1362-0436

Keywords

11 – 20 of 59