Lieze Stassen’s research while affiliated with Ghent University and other places

... Despite their ubiquity, a consensus is coalescing across multiple literatures that suggests that all the attention garnered by generations and generational differences (e.g., Lyons & Kuron, 2014;Twenge, 2010) has been "much ado about nothing" (see Rudolph, Rauvola, & Zacher, 2018;Rudolph & Zacher, 2017). That is to say, the theoretical assumptions upon which generational research is based have been questioned and there is little empirical evidence that generations exist, that people can be reliably classified into generational groups, and, importantly, that there are demonstrable differences between such groups that manifest and affect various work-related processes (Heyns, Eldermire, & Howard, 2019;Jauregui, Watsjold, Welsh, Ilgen, & Robins, 2020;Okros, 2020;Stassen, Anseel, & Levecque, 2016). Indeed, a recent consensus study published by the National Academies of Sciences, Engineering, and Medicine (NASEM) concluded that "Categorizing workers with generational labels like 'baby boomer' or 'millennial' to define their needs and behaviors is not supported by research, and cannot adequately inform workforce management decisions…" (NASEM, 2020a; see also NASEM, 2020b). ...

Reference:

Generations and Generational Differences: Debunking Myths in Organizational Science and Practice and Paving New Paths Forward

... Toch wijst het meeste onderzoek er nog altijd op dat ook hoger opgeleiden en jongeren het liefst een vast contract hebben (Van der Klein, Aussems, Jansma, De Gruijter & Piets, 2016). Generatieverschillen op de werkvloer berusten in dat geval wellicht op een mythe (zie ook Stassen, Anseel & Levecque, 2016). De bereidheid om langdurig flexibel te werken zal daarom bij de meeste werknemers niet hoog zijn. ...

Reference:

Contractflexibiliteit in de publieke sector: een literatuuronderzoek

... Zollner (2016) demonstrated on the basis of interviews with post-PhDs (13 interviews) working outside academia and their managers (6 interviews) that a dual stereotype existed between the post-PhDs and their employers. On one side, her study confirmed that there was quite a lot of uncertainty about the appreciation for a PhD title outside the university (Stassen et al., 2016). Young scientists expected that their title makes them less attractive in the eyes of the managers through institutionalized prejudices which make scientists less suitable for work in the professional or private sectors. ...

Reference:

Talent Management in Higher Education

... The Generation X, which was included in the present study, is believed to have their personalities shaped and guided by Baby Boomers, the generation that is older than the Generation X. Being the children of parents who are prudent, loyal and collectively-working, the Generation X is a generation affected by the financial stagnation that occurred during early 1900s, and the members of this generation make great efforts to adapt to the changing global conditions (Tolbize, 2008). ...

Reference:

Comparison of Spatial Perception Regarding the Re-functionalized Industrial Buildings: Abdullah Gül University Sümer Campus