Generational identity in the workplace: toward understanding and empathy

Lyons, Seán; LeBlanc, Joshua

doi:10.4337/9781788113427.00022

Cited by 2 publications

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“…The fourth conceptualisation is that of the generation as a socially constructed identity based on perceived differences leading to in-group and out-group formation, which is sustained over a period of time (Urick et al, 2017: p. 274). Generational Identity is "a form of social identity", which involves the knowledge that they belong to a generational group, an emotional investment in identifying themselves as its member and recognition of the perceived value involved in be-longing to a particular generational group (Lyons & LeBlanc, 2019). In an organisational context, generational identity refers to an "individual's knowledge that he or she belongs to a generational group/role" and includes the "emotional and value significance" of the membership to that individual (Joshi et al, 2010: p. 394).…”

Section: Generations As Socially Constructed Identitymentioning

confidence: 99%

“…While the corporate world and popular media have increasingly focused on multiple generations as a workplace phenomenon, the academic literature on generations in the workplace has started only since the mid-2000s (Lyons & Schweitzer, 2017). As generational research grows spurred by its popularity and importance, there are many challenges like generational research continuing to be descriptive, the use of non-theoretical approaches by researchers, the need for more empirical testing of the theoretical contributions (Lyons & Schweitzer, 2017), the use of USAcentric generational categories and categories based only on the year of birth (Parry & Urwin, 2021) and the lack of agreement on the conceptualisation and measurement of generational differences (Lyons & LeBlanc, 2019).…”

Section: Introductionmentioning

confidence: 99%

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The Different Conceptualisations of Generations in Literature

Gamaliel

2023

JSS

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The presence of employees belonging to many generations in the same workplace has led to the increasing importance of the concept of generations. This concept has caught the attention of academics, practitioners, and media and there is an abundance of literature relating to generations and the differences between generations. While these literary contributions have made significant contributions to both theory and practice, there are also a few challenges which have been highlighted by many scholars. One of the challenges relates to the differences in the conceptualisation of generations and this article highlights the different conceptualisations of generations in literature. This article builds on the contributions of previous scholars and suggests the need for looking at each conceptualisation as an opportunity for further research.

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Section: Generations As Socially Constructed Identitymentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

The Different Conceptualisations of Generations in Literature

Gamaliel

2023

JSS

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“…Faragher (2016) and Urick et al (2016), however, argue that Manneheim's cohort-based approach is outdated owing to variations in the methodologies utilised. These later works advocate a sociology-based alternative, whilst Lyons and LeBlanc (2019) propose a generational identity approach, which adopts a historical focus. This critical analysis recognises that intergenerational stereotyping, with its inherent criticism (see Perry et al, 2013).…”

Section: Generational Differencesmentioning

confidence: 99%

Different Reality? Generations’ and Religious Groups’ Views of Spirituality Policies in the Workplace

Jolliffe

Foster

2021

J Bus Ethics

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Over the past 20 years, there has been considerable expansion, particularly spirituality theory in the workplace. Simultaneously, there has been a growth of research, most especially in practitioner publication into generational differences. The study's context is human resource (HR) policy and procedures in the workplace. Through this prism, generational perspectives and religious theory are compared and scrutinised within the United Kingdom. Two major religious groups (Muslim and Christian) and three-generational categories (Millennials, Generation X, and Baby Boomers) were selected to explore different attitudes, with participants identifying as belonging to religious groups outside of these two major religions, categorised as 'Other.' This study adopts a quantitative approach, with questionnaires gathering employees' perceptions of spirituality policy within their place of work. Although the study found differences in expectations between the religious groups and between the three generations, there is greater homogeneity than a difference in that the results provide limited support for workplace spirituality. Indeed, the study raises more questions than answers. The study uncovered areas ripe for informed debate around personal values, generations, and spirituality in the workplace. This is a relatively new research area, and our findings are in line with others that suggest that employee spiritual well-being is both underresearched and underexplored by organisations. Changing the current intransigence around the place of spirituality is overdue.

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Generational identity in the workplace: toward understanding and empathy

Cited by 2 publications

References 0 publications

The Different Conceptualisations of Generations in Literature

The Different Conceptualisations of Generations in Literature

Different Reality? Generations’ and Religious Groups’ Views of Spirituality Policies in the Workplace

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