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Generational Differences in the Workplace: the Perspectives of Three Generations on Career Mobility

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Generational Differences in the Workplace: the Perspectives of Three Generations on Career Mobility Generational Differences in the Workplace: The Perspectives of Three Generations on Career Mobility By Melissa Lambert B.A. in Psychology, May 1995, Hampton University M.A. in Human Resource Development, May 1999, Bowie State University Submitted to: The Faculty of The Graduate School of Education and Human Development of the George Washington University in partial fulfillment of the requirement for the degree of Doctor of Education Dissertation directed by: Shaista E. Khilji Professor of Human and Organizational Learning and International Affairs The Graduate School of Education and Human Development of the George Washington University certifies that Melissa Lambert has passed the Final Examination for the degree of Doctor of Education as of February 19, 2015. This is the final and approved form of the dissertation. Generational Differences in the Workplace: The Perspectives of Three Generations on Career Mobility Melissa Lambert Dissertation Research Committee: Shaista E. Khilji, Professor of Human and Organizational Learning and International Affairs, Dissertation Director Paige Mc Donald, Assistant Professor of Clinical Research and Leadership, Committee Member Marsha Jackson, Human Resource Development Program Coordinator and Associate Professor, Bowie State University, Committee Member ii © Copyright 2015 by Melissa Lambert All rights reserved iii Acknowledgements I would like to extend many thanks to those who supported me during the long process of completing my doctoral work. I was able to finish my dissertation with the guidance of my committee members, help from friends, and support from my loving family, many friends and the Sistermentors organization. Thank you to my advisor, Dr. Shaista Khilji for being there for me on one of the toughest days of my life. I like to express my deepest gratitude to Dr. Paige Mc Donald who stuck by me throughout this process and encouraged me when I was forced to start over. I would also like to thank Dr. Marsha Jackson for her insight and for not allowing me to give up, for her caring, advice and patience. Dr. Pobat and Dr. Bryant were wonderful additions to my committee and the insight they provided was valuable. To my entire wonderful and beautiful family, my Mother, two sisters, brother, niece and nephews and my Father who passed away while I was working, thank you so much for standing by me and praying for me during this journey. My friends; Rachel, Kenda, Takara, Thomas, Florence, Kristine, Sharon and many more were the best cheerleader team ever! Lastly, the ladies I met through the Sistermentors program (especially Saunji, Tia, Maha, Juone and the program director Dr. Shireen Lewis) who spent countless hours listening to me lament as I struggled with different aspects of being a doctoral student, as well as celebrating every achievement. Overall, this has been a challenging but wonderful experience, not just academically and professionally, but personally. iv Abstract Generational Differences in the Workplace: The Perspectives of Three Generations on Career Mobility Have you ever had someone stereotype or prejudge you because of your age? Have any of these stereotypes held you back in your career? These experiences are not uncommon and there are numerous publications that promote stereotypes and ascribe certain characteristics to different generations. These labels and stereotypes are often found in the workplace and may impact how an individual navigates his or her career. To address these questions, this dissertation examined generational differences in the workplace using the perspectives of three generations of employees on succession planning and career mobility. The goal of this study was two-fold, a) to provide data driven research that moves beyond descriptive, broad or anecdotal research published in magazines and popular books; and b) to understand and describe the perspectives of Generation Y, Generation X and Baby Boomers on succession planning (career mobility), using a Basic Interpretive Design methodology. This study was conducted through the lens of the lens of social identity theory and talent management principles in order to addresses generational differences and succession planning and was based on an understanding of organizations as multi- national companies with many businesses and site locations. The findings support human resource practitioners and organizational leaders plan succession and further develop employees by understanding the revelations and expectations of each generation. v The format of this dissertation is as follows: Chapter 1 outlines the structure of the study and provides key foundational background to situate this research study. Chapter 2 provides a more detailed review of the literature, including peer-reviewed research publications on generational concepts and theory, talent management and succession planning. Chapter 3 details the methodology, which includes the means and approach through which data was collected in this study. Lastly, Chapters 4 and 5 present the findings of the study in addition to applications of the research and recommendations for leaders and HR practitioners. vi Table of Contents Acknowledgements………….……………...………………………...….………………i v Abstract……………………..….………………….…………………..….…………...….v List of Figures…………………….…………………………………………..………...xiii List of Tables…………………...……………..………………………………………..xiv CHAPTER 1: INTRODUCTION .................................................................................... 1 Generational Concepts and Theories .............................................................................. 3 Generational Theory ....................................................................................................... 5 Talent Management ........................................................................................................ 5 Global Talent Management............................................................................................. 7 General Challenges with Talent Management and Succession Planning ....................... 8 Gaps in the Research ..................................................................................................... 11 Theoretical Framework ................................................................................................. 13 Problem Statement ........................................................................................................ 15 Purpose of the Study ..................................................................................................... 16 Conceptual Framework ................................................................................................. 18 Research Questions ....................................................................................................... 19 Significance (Relevance) of the Study .......................................................................... 21 Implications of the Study .............................................................................................. 22 Theoretical Implications ........................................................................................... 22 Practical Implications ................................................................................................... 23 Synopsis of Research Methodology ............................................................................. 23 Population and Study Site ............................................................................................. 25 vii Sample........................................................................................................................... 26 Data Collection and Analysis........................................................................................ 27 Limitations of the Study................................................................................................ 28 Delimitations of the Study ............................................................................................ 30 Research Assumptions .................................................................................................. 30 Overview of the Study .................................................................................................. 31 Definition of Key Terms ............................................................................................... 31 CHAPTER 2: LITERATURE REVIEW .......................................................................... 35 Introduction ................................................................................................................... 35 Topic Descriptions ........................................................................................................ 36 Studies on Generations ................................................................................................. 37 The Origins of Generations ....................................................................................... 38 Social Identity Theory Informs Generational Theory ................................................... 38 General Research on Generations and Cohorts ........................................................ 40 Description of Generations ........................................................................................... 41 Baby Boomer Generation ......................................................................................... 42 Generation X ............................................................................................................
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