Content uploaded by Tomislav Hernaus
Author content
All content in this area was uploaded by Tomislav Hernaus on Oct 25, 2014
Content may be subject to copyright.
A preview of the PDF is not available
Work design for different generational cohorts: Determining common and idiosyncratic job characteristics
Abstract
Purpose
– The purpose of this paper is to uncover the nature of job characteristics related to different generational cohorts (Baby-boomers, Generation X and Generation Y). Significant differences between four task and four social job characteristics across generational cohorts have been revealed.
Design/methodology/approach
– The empirical research was conducted through a field study of employees from large-sized Croatian organizations. A cross-sectional and cross-occupational research design was applied. A total of 512 knowledge workers (139 managers and 373 professionals) participated in the research. Descriptive and inferential statistical methods were used to determine and compare work design across generations.
Findings
– The results indicate that job characteristics are not equally represented within different generational cohorts. While the nature of task job characteristics is mostly irrespective of generations, social job characteristics to some extent differ among generational cohorts. High task variety, reasonably high task identity, and a moderate level of both received interdependence and task significance are recognized as common job characteristics of knowledge workers across generations. However, jobs of Baby-boomers, Xers, and Yers are idiosyncratic for work autonomy, interaction with others, initiated interdependence, and teamwork. Additionally, the inclusion of the work type as a control variable revealed that interaction with others does differ but only among generations of professionals.
Originality/value
– The present study is the first research in which generational similarities and differences have been empirically examined through job characteristics. The authors focused on knowledge workers within an under-researched context (studies about knowledge workers, work design and generational differences are rare or non-existent in south-eastern European countries), making this systematic investigation unique and practically significant.
... Considera-se que desenho do trabalho seja uma variável de autopercepção individual e, por isso, a coleta de dados relativa a desenho do trabalho costuma ocorrer mediante autoavaliação, havendo fortes evidências de que esse formato de coleta é congruente com o cerne dessa variável (Hornung et al., 2010;Hernaus;Vokic, 2014). ...
... Considera-se que desenho do trabalho seja uma variável de autopercepção individual e, por isso, a coleta de dados relativa a desenho do trabalho costuma ocorrer mediante autoavaliação, havendo fortes evidências de que esse formato de coleta é congruente com o cerne dessa variável (Hornung et al., 2010;Hernaus;Vokic, 2014). ...
... Nevertheless, a further interesting observation is that, while a relatively low indirect effect was established in the Generation Y cohort, the direct effect between perceived justice and customer advocacy intention was still relatively large (H2). These findings are significant, as it seems that although the high service standards of Generation Y may contribute to them being more reluctant to develop perceptions of service quality when perceived justice is experienced, their 'strong sense of fairness and ethics' (Hernaus & Vokic 2014:619) may motivate them to reward the TNC brand with advocacy behaviours when service fairness is experienced. Perceived justice may not strongly convince Generation Y that a high service standard was experienced. ...
Background: Growth in the ride-hailing sector has contributed to intense competition among Transportation Network Companies (TNCs), with many new platforms entering the market and TNC brands aiming to achieve market dominance. In this turbulent business environment, advocacy presents a viable tool for attracting customers and maintaining market share.
Aim: This research provides insight into the interrelationships between affective commitment, service quality, and perceived justice, their influence on advocacy in the ride-hailing sector, and the extent to which two viable generational cohorts (baby boomers and Generation Y), guided by different life perspectives, moderate the magnitude of the relationships established.
Setting: A self-administered survey was conducted among ride-hailing customers of a specific TNC brand in South Africa.
Method: The survey included previously validated measurement scales to assess the constructs of the study. The final sample comprised 150 baby boomers and 309 Generation Y individuals. Data analysis included multi-group structural equation modelling, bootstrapping, and the Wald test.
Results: Affective commitment positively influences perceived justice and service quality, with customer advocacy intention as the end result. Generational cohorts moderated most of the direct effects and the indirect effect between perceived justice and customer advocacy intention through service quality.
Conclusion: Overall, the study contributes to the conversation regarding affective states influencing cognition and provides a fresh perspective on the affect-cognition-behaviour relationship in a ride-hailing service context.
Contribution: The study provides a fresh perspective on the affect-cognition-behaviour relationship within a ride-hailing service context and advances knowledge of customer advocacy in relation to TNC brands.
... The GCT is utilized to consider the differences between generations regarding an individual's attitude, values, beliefs, and disposition [17]. GCT has been utilized to evaluate work design [18], leadership values and behaviors [19], work values [20,21], satisfaction in the workplace [22], and even consumer culture and behavior [23][24][25]. Eger et al. [23] suggested considering people's habits and behavior. ...
Workforce management has always been an essential consideration by businesses worldwide to improve organizational efficiency. The measurement of diversified labor present in modern Philippine companies has never been viable as generational and cultural differences shape and influences one’s leadership behavior, decision-making, and style. Employee motivation, multigenerational cohort, interpersonal skills, work values, and organizational culture significantly affect company leaders’ perceived effectiveness, resulting in varying management styles and approaches applicable to service companies. This study aimed to determine significant variables affecting the perceived leadership effectiveness and metacognition between multigenerational management clusters among service companies integrating behavioral theories such as Generational Cohort Theory
(GCT) and Theory of Planned Behavior (TPB). Through self-administered questionnaires, data was utilized for multivariate analysis through structural equation modeling using the SPSS statistical software and SPSS AMOS 29 software and random forest classifier utilizing Python 5.1. Results showed that Motivation, Managerial Cohort, Organizational Culture, and Work values have a high level relationship with Perceived Behavioral Control, Attitude Towards Behavior, and Social Norms. The results presented could be utilized in evaluating the management sector in service industries to provide and develop an optimum approach to leadership management. Managerial insights and suggestions are shown in the study.
... This factor could be considered based on the knowledge that people of different generations approach life, work and learning in different ways (Berkep, 2014). In their research, Hernaus & Pološki Vokic (2014) note that the interactions of professionals differ depending on the generation. Conflicts are also noticed due to different approaches to the use of modern technology in the service (Penttila, 2009). ...
The study explores intergenerational learning and cooperation in kindergarten. Given the importance of intergenerational learning in education and recognizing that intergenerational learning in kindergarten takes place in many and different interactions between different participants (preschool teachers, children, parents, grandparents, etc.), the perspective of preschool teachers on intergenerational learning was studied. The aim was to explore the perspective of preschool teachers on the factors of intergenerational learning and cooperation in kindergarten. A quantitative research paradigm that has cross-sectional design features was used. An online scaling technique was used to collect relevant data. Consistent with ethical considerations, data collection was voluntary and anonymous. Factor analysis identified three factors that indicate the perspective of Slovenian preschool teachers on intergenerational learning: challenges of intergenerational interaction, social (cohesion), professional and personal wellbeing and innovative intergenerational learning practices grouped into two polarized dimensions. Keywords: intergenerational learning, innovative practices, intergenerational interaction, social cohesion, preschool teachers.
... Therefore, it is necessary to determine the causes of turnover for the millennial generation. One of the causes of turnover intention (TI) in millennial generation is job characteristics (JC) (Hernaus & Vokic 2014), which positively affect work engagement (WEG) (Bakker & Albrecht 2018). Furthermore, the work environment (WEV) (Park & Gursoy 2012) affects employees' WEG (Kwenin 2013). ...
... Brink and Zondag (2019) also reported that the significance of flexible work-life policies increased across the generational cohorts. In terms of job characteristics, previous research has indicated that workers from different generational groups may react differently toward similar job characteristics (Kanfer and Ackerman, 2004;Zaniboni et al., 2013;Hernaus and Vokic, 2014). Vui-Yee and Paggy (2018) further assert that differences in age may impact on job-related aspects. ...
The COVID-19 pandemic has changed the landscape of working conditions world-wide, fast tracking the reality of the digital-driven workplace. Concepts such as remote working, working-from-home and hybrid working models are now considered as the “new normal.” Employes are expected to advance, flourish and survive in this digitally connected landscape. Different age and generational groups may experience this new organizational landscape differently and may expect different organizational outcomes in exchange for their inputs. Accordingly, the study investigated differences regarding the value-oriented psychological contract expectations of employes from different generational groups. An ANOVA test for significant mean differences and a post hoc test for multiple comparisons were conducted on a sample of (N = 293) employes in the services industry in Southern Africa (85%) and other European countries (15%). The observed generational cohort differences regarding value-orientated psychological contract expectations for job characteristics and work-life balance could be utilized to develop interventions and strategies to promote retention of employes in the post-pandemic digital-orientated workplace.
The article presents the results of a research aimed at identifying the level of proficiency in the use of ICT tools (ICT skill levels) among employed and unemployed and also generational groups (youth, middle and older generation), as well as identifying the quality of employment and income depending on the level of ICT skills of employed and their generational groups. The author’s classification of the ICT skills levels is presented and, on its basis, a quantitative identification of the ICT skills levels among the employed and unemployed is carried out. It was found that among the employed, 40.5% have the ICT skills required for work, including 1.8% are distinguished by the presence of specialized skills corresponding to the third (highest) level, the remaining 59.5% have basic ICT skills. Among the unemployed, compared to the employed, the share of those with only basic ICT skills not related to professional activity (75.1%) is significantly higher, while the share of those with the third (highest) (0.9%) and second (24.0%) the level of ICT skills, on the contrary, is lower relative to the employed. Generational differences in the levels of ICT skills among employed and unemployed were revealed. Among the youth, the proportion of those who possess the highest ICT skills and have realized their labor potential is higher than for the employed as a whole and their other generational groups. Estimates of the distribution of employed and their generational groups according to the level of income from the main employment, determined on the basis of original system of social standards, depending on the level of ICT skills, are obtained. As a result of the research, it was revealed that a higher level of ICT skills increases the chances of realizing the existing labour potential. Meanwhile, as higher the level of ICT skills, the greater chances of “converting” them into higher incomes due to employment. It is shown that implementation of labour potential in the labour market with a higher level of ICT skills determines lower risks of reducing the quality of employment, and also increases the chances for employed people to ensure higher standards of material prosperity in their households.
The article presents the results of a research aimed at identifying the level of proficiency in the use of ICT tools (ICT skill levels) among employed and unemployed and also generational groups (youth, middle and older generation), as well as identifying the quality of employment and income depending on the level of ICT skills of employed and their generational groups. The author’s classification of the ICT skills levels is presented and, on its basis, a quantitative identification of the ICT skills levels among the employed and unemployed is carried out. It was found that among the employed, 40.5% have the ICT skills required for work, including 1.8% are distinguished by the presence of specialized skills corresponding to the third (highest) level, the remaining 59.5% have basic ICT skills. Among the unemployed, compared to the employed, the share of those with only basic ICT skills not related to professional activity (75.1%) is significantly higher, while the share of those with the third (highest) (0.9%) and second (24.0%) the level of ICT skills, on the contrary, is lower relative to the employed. Generational differences in the levels of ICT skills among employed and unemployed were revealed. Among the youth, the proportion of those who possess the highest ICT skills and have realized their labor potential is higher than for the employed as a whole and their other generational groups. Estimates of the distribution of employed and their generational groups according to the level of income from the main employment, determined on the basis of original system of social standards, depending on the level of ICT skills, are obtained. As a result of the research, it was revealed that a higher level of ICT skills increases the chances of realizing the existing labour potential. Meanwhile, as higher the level of ICT skills, the greater chances of “converting” them into higher incomes due to employment. It is shown that implementation of labour potential in the labour market with a higher level of ICT skills determines lower risks of reducing the quality of employment, and also increases the chances for employed people to ensure higher standards of material prosperity in their households.
The intersection of diverse cultural generations in the workplace has significant managing, marketing and particularly motivating implications for business executives. This study examines the factors that motivate Generations X and Y and those factors that will be affecting Generation Z. Moreover, it shows how these factors have changed over time in comparison with the Baby Boomer Generations.