Belief in Generational Stereotypes: Why There Is a <i>There</i> There

Riggio, Ronald E.; Saggi, Karan

doi:10.1017/iop.2015.46

Cited by 5 publications

(4 citation statements)

References 3 publications

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“…Given that scholars and the popular press widely label millennials as having stronger CSR and equality values, it is possible that their expressed values have strengthened as a result of Inglehart’s socialization hypotheses as well as a self-fulfilling prophesy of media-hype (cf. Hoffner, Levine, & Toohey, 2008; Riggio & Saggi, 2015; Vasterman, 2005). In summary, we hypothesize the following:Competitive salary/benefits, career advancement, leadership opportunities, flexible work policies, and equality will become increasingly important across generational cohorts.…”

Section: Theoretical Propositions and Hypothesesmentioning

confidence: 99%

Examining Job Attribute Preferences Across Three Generational Cohorts

Brink

Zondag

2019

Journal of Career Development

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This study examines whether job attribute preferences differ across three generational cohorts (i.e., cohorts of undergraduate students from 1995, 2004, and 2013). In 2013, we surveyed undergraduate students from several U.S. universities. We also obtained archival results from surveys administered to undergraduate students in 1995 and 2004. We found that salary/benefits, career advancement, and flexible work policies become more important across all three generational cohorts, whereas gender/racial equality increased in importance only from 2004 to 2013. Leadership showed no net gain from the 1995 to 2013 cohorts. Although most job attributes increased in importance, they largely have the same relative importance. Therefore, organizations should pause before making wholesale changes to workplace incentives and practices to cater to the new generation. To our knowledge, this is the first study to include U.S. millennial college students in the comparison of job attribute preferences across generations.

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Section: Theoretical Propositions and Hypothesesmentioning

confidence: 99%

Examining Job Attribute Preferences Across Three Generational Cohorts

Brink

Zondag

2019

Journal of Career Development

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“…The literature on sensemaking, mythmaking, meaning making, and storytelling (Bradley et al, 2000 ; Dailey & Browning, 2014 ; Lyons et al, 2015 ; Maclean et al, 2012 ; Martin, 2016 ; Riggio & Saggi, 2015 ; Weick et al, 2005 ; Yost et al, 2015 ) suggests that myths need to be countered by creating new understandings, by questioning underpinning assumptions and perspectives, and by limiting retelling of erroneous stories. Myths often emerge from actual events, even if only one, and the telling and retelling of the story can embellish and perpetuate them.…”

Section: Discussionmentioning

confidence: 99%

“…Dailey & Browning, 2014 ; Maclean et al, 2012 ; Martin, 2016 ; Yost et al, 2015 ). Stories can also be the basis for unhelpful stereotypes (Lyons et al, 2015 ; Riggio & Saggi, 2015 ), creating and sustaining beliefs about individuals or groups (Bradley et al, 2000 ). Stories are retrospective, part of the sensemaking process (Weick et al, 2005 ), and contain individual interpretations, based on their view of the world.…”

Section: Introductionmentioning

confidence: 99%

Myths and Misconceptions About University Student Volunteering: Development and Perpetuation

et al. 2022

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This paper examines myths and misconceptions about university student volunteering. Our study explored the experiences of students, host organisations and universities participating in volunteering in Australia, identify good practice, and discover barriers to success. A qualitative approach involved 60 semi-structured interviews with stakeholders. Students were often seen as being energetic, having flexible time and having skills associated with their studies. Some organisations, however, viewed students as unreliable, hard to manage and requiring specific programs. Some hosts were viewed as not valuing student volunteers, or not having the capacity to supervise. These perceptions were found to be nuanced. Erroneous myths were seen to develop from a single event, later confirmed by a ‘related’ event; in scenarios with multiple players, motivations, and complexities. The potential for misconceptions to undermine the true value of student volunteering for all stakeholders is ameliorated when there is common understanding, clear expectation setting, and ongoing dialogue.

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“…The media has recently called more attention to generational discrimination as opposed to age discrimination, sensationalizing and extending the effects of exchanges like the "OK, boomer" incident of 2019 (Lorenz, 2019;Noguchi, 2019;Riggio & Saggi, 2015). Stereotyped images of generations are prevalent with the Millennials as the most widely discussed in both research and the media (Costanza & Finkelstein, 2015;Raymer et al, 2017).…”

Section: Generationismmentioning

confidence: 99%

Life-Span Lessons: The Importance of Age-Related Knowledge for Aging Into Any Career

Graf

Bartlett

2020

Int J Aging Hum Dev

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Demand to meet the needs of a rapidly aging population is high. Students outside of gerontology programs, however, remain resistant to enrolling in aging coursework, which are often electives within or outside their degree programs. A life-span development course, however, is likely to be a requirement in many disciplines. In a multigenerational workforce spanning five generations and with intergenerational conflict making media headlines, students must understand how to navigate age-diverse climates. We advocate that a course in life-span development can serve as both a recruitment tool for driving interest in aging-related careers and an access point for preparing students to enter a sometimes contentious, multigenerational workforce. We illustrate how knowledge of developmental influences across the lifespan may lead to a better understanding of individual similarities and differences in developmental experiences, fostering intergenerational cohesion throughout one’s career.

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Belief in Generational Stereotypes: Why There Is a There There

Abstract: 340 rona l d e . r ig g io a n d ka r a n s ag g i Holbrook, M. B., & Schindler, R. M. (1996). Market segmentation based on age and attitude toward the past: Concepts, methods, and findings concerning nostalgic influences on customer tastes.

Cited by 5 publications

References 3 publications

Examining Job Attribute Preferences Across Three Generational Cohorts

Examining Job Attribute Preferences Across Three Generational Cohorts

Myths and Misconceptions About University Student Volunteering: Development and Perpetuation

Life-Span Lessons: The Importance of Age-Related Knowledge for Aging Into Any Career

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