Brandman University Brandman Digital Repository Dissertations Spring 3-30-2018 Examining Generational Differences in The Workplace: Employee Engagement Practices and their Impact on Retention of Different Generations of Human Resources Employees in Higher Education Lamija Basic Brandman University, [email protected] Follow this and additional works at: https://digitalcommons.brandman.edu/edd_dissertations Part of the Benefits nda Compensation Commons, Performance Management Commons, and the Training and Development Commons Recommended Citation Basic, Lamija, "Examining Generational Differences in The orkW place: Employee Engagement Practices and their Impact on Retention of Different Generations of Human Resources Employees in Higher Education" (2018). Dissertations. 207. https://digitalcommons.brandman.edu/edd_dissertations/207 This Dissertation is brought to you for free and open access by Brandman Digital Repository. It has been accepted for inclusion in Dissertations by an authorized administrator of Brandman Digital Repository. For more information, please contact [email protected]. Examining Generational Differences in The Workplace: Employee Engagement Practices and their Impact on Retention of Different Generations of Human Resources Employees in Higher Education A Dissertation by Lamija Basic Brandman University Irvine, California School of Education Submitted in partial fulfillment of the requirements for the degree of Doctor of Education in Organizational Leadership March, 2018 Committee in charge: Margaret Moodian, Ed.D., Committee Chair Sharon Floyd, Ed.D. Keith Larick, Ed.D. BRANDMAN UNIVERSITY Chapman University System Doctor of Education in Organizational Leadership March 2018 Examining Generational Differences in The Workplace: Employee Engagement Practices and their Impact on Retention of Different Generations of Human Resources Employees in Higher Education Copyright © 2018 by Lamija Basic iii ACKNOWLEDGEMENTS I am overwhelmed with gratitude for all incredible people throughout my educational journey. First, I acknowledge my dissertation chair, Dr. Margaret Moodian, who was an amazing supporter and provided unlimited encouragement throughout this challenging process. Thank you for your guidance and insightful questions, and your scholarly insight that made this research excellent. I also acknowledge my committee members, Dr. Sharon Floyd and Dr. Keith Larick, for outstanding professional guidance and feedback throughout this process. Thank you for the encouragement, patience, and numerous hours you devoted to me and my research. I would like to express my sincere gratitude to Dr. Tod Burnett, Dr. Sharon Herpin, and Dr. Diana Cabori, who provided guidance, encouragement, and valuable insight throughout the process. This journey would not have been possible without the support of my family, professors and mentors, cohort members, and friends. I am thankful for motivation and support throughout this educational endeavor. You have been an inspiration to me and key in getting me to this point. iv Dedication To my husband, the love of my life, who gave me his unlimited encouragement and immeasurable patience, support, inspiration, humor, and thoughtfulness throughout my entire educational journey. You are my rock; I love you with all my heart! To my loving, compassionate parents for their endless love, support, and inspiration. Thank you both for encouraging me to reach for the stars and chase my dreams. Your support and love are far beyond what can be described. Dragi moji mama i tata, volim Vas najvise na svijetu! v ABSTRACT Examining Generational Differences in The Workplace: Employee Engagement Practices and their Impact on Retention of Different Generations of Human Resources Employees in Higher Education Important to Their Retention by Lamija Basic Purpose: The purpose of this quantitative study was to identify the employee engagement practices that Baby Boomer, Generation X, and Millennial human resources (HR) employees in four-year private institutions of higher education (IHEs) in southern California perceived as most important to their retention. The secondary purpose of the study was to determine the similarities and differences between the engagement practices considered most important for retention by Millennial HR employees compared to Baby Boomer and Generation X employees in IHEs. Methodology: A quantitative descriptive, nonexperimental research design was selected for this study. The population included three generations of HR professionals working in four-year private IHEs in southern California. An online survey developed by Dr. Sharon Floyd (2015) was used, which consisted of 18 statements examining generational retention strategies. Findings: The study identified more similarities than differences between the multiple generations in the workplace in terms of their preferred practices related to engagement and retention. The data analyzed showed no significant difference between engagement practices considered most important for retention by Millennial HR employees in four- year private IHEs in southern California compared to Baby Boomer and Generation X employees in IHEs. vi Conclusions: Based on the findings of this study, employee engagement stemmed from having tools, clearly identified roles, resources, and compensation. Having a mentor in the workplace continues to provide a better understanding of the ongoing need to monitor employee engagement attributes, which fluctuated greatly among generations. Establishing a strong, positive culture wherein employee development and career development were the norm was promising for fostering employee engagement, regardless of employees’ age or generation. Recommendations: It was recommended to replicate this study in five years as Generation Z enters the workplace and more Baby Boomers retire. Additionally, it was recommended to conduct this study with other populations outside of HR and in different industries, such as entertainment and hospitality, and with telecommuting and remote workers. vii TABLE OF CONTENTS CHAPTER I: INTRODUCTION ........................................................................................ 1 Background ................................................................................................................... 2 The Role of Human Resources ............................................................................... 2 Overview of the Generations .................................................................................. 6 Shifting Workplace Demographics ......................................................................... 8 Engagement........................................................................................................... 10 Statement of the Research Problem ............................................................................ 11 Purpose Statement ....................................................................................................... 13 Research Questions ..................................................................................................... 13 Significance of the Problem ........................................................................................ 14 Definitions................................................................................................................... 15 Delimitations ............................................................................................................... 17 Organization of the Study ........................................................................................... 17 CHAPTER II: REVIEW OF THE LITERATURE .......................................................... 19 Generations ................................................................................................................. 19 Baby Boomers ....................................................................................................... 20 Generation X ......................................................................................................... 21 Millennials ............................................................................................................ 22 Human Resources ....................................................................................................... 24 Evolution of Human Resources ............................................................................ 24 Human Resources Occupations .................................................................................. 26 Training for HR Occupations................................................................................ 30 Employee Engagement ............................................................................................... 31 Engagement Theories and Models ........................................................................ 33 Significance of Employee Engagement ................................................................ 35 Characteristics that Foster Engagement ...................................................................... 38 Characteristics that Hinder Engagement ............................................................... 40 Engagement Preferences by Generation ..................................................................... 41 Employee Retention .............................................................................................. 43 Significance of Employee Retention ...................................................................