Doctor of Philosophy (Ph.D.), Bowling Green State University, 2021, Higher Education Administration

Student affairs is a field compromised of employees representing several generations, each of which has different experiences, preferences, and expectations for the workplace. With these differences comes the potential for misaligned expectations between colleagues and supervisors. Employers need to consider how to understand these differing workplace expectations in order to reasonably manage expectations while balancing the needs of all employees, regardless of generational status. The purpose of this study was to identify the characteristics and expectations of Generation Z student affairs employees, understand their experiences as student affairs employees, and examine how those characteristics, expectations, and experiences compare with those of their non-Generation Z colleagues. Generation Z includes individuals born between 1995 and 2010. This general inductive qualitative study was situated at a mid-sized, public university and participants were student affairs professionals currently employed at the institution. Ten participants completed two semi-structured interviews intended to better understand the individual experiences of employees of different generations in the workplace. Participants ranged in age from 23 to 66 years old and represented Generation Z, Millennials, Generation X, and Baby Boomers. The following themes emerged from the study: Generation Z employees are seeking to balance their individualism with clear expectations. Generation Z, Millennial, and Generation X employees would all prefer to see increased opportunities for professional development throughout their career. Employees of all four represented generations are willing to learn from employees of other generations and to share their own experiences and expertise with their colleagues. There are several implications for practice, including the need for supervisors within student affairs to be prepared to exp (open full item for complete abstract)

Committee: Maureen Wilson (Advisor); Abhishek Bhati (Committee Member); Michael Coomes (Committee Member); Joshua Lawrie (Committee Member) Subjects: Higher Education Administration

Bachelor of Arts, Walsh University, 2021, Honors

This study looks at Stark County, Ohio—a national political bellwether—through the conduction of a survey at all six of its institutions of higher education, enabling the study of the gender gap and women's generational gap in a college-educated atmosphere. A total of 864 respondents among students, staff, and faculty gave responses that were used to analyze political party affiliation, political ideology, and attitudes toward public policies. While women were far more likely to identify as Democrats, chi-square and independent samples t-tests indicate that women only support more liberal pro-women policies and government program expansion; men and women has similar attitudes toward both economic and social inclusion policies. Women over 25 held more liberal attitudes toward pro-women and social inclusive policies than college-age women, but the two groups answered similarly on government programs and economic inclusion.

Committee: Koop Berry PhD (Advisor); Barbara Palmer PhD (Other) Subjects: Gender; Political Science; Public Policy; Womens Studies

BBA, Kent State University, 2019, College of Business and Entrepreneurship, Ambassador Crawford / Department of Management and Information Systems

Millennials are often scrutinized for what appears to be generational differences. However, the Millennials might not be as different as the older generations think, although they have one overwhelming challenge: technology. This paper analyzes the advantages and disadvantages that entrepreneurs have experienced across several generations. In addition, the paper discusses whether the influence of social media is harmful or helpful to Millennial entrepreneurs. Overall, it is difficult to determine whether Millennials are at a disadvantage compared to previous generations. Millennials face monetary challenges, education barriers, and unsupportive home lives just as entrepreneurs of older generations. Though the effects from overuse of technology can be negative, it offers Millennials certain advantages that previous generations did not have. Through new methods such as online businesses, franchising, and personal branding, Millennials are continuing the ingenuity that defines entrepreneurship.

Committee: William Daugherty (Advisor) Subjects: Business Administration; Entrepreneurship; Management

Master of Arts in Psychology, Cleveland State University, 2019, College of Sciences and Health Professions

The current study measured levels of individualism and collectivism among Millennial and Generation X employees. With the Millennial generation being the most scrutinized in history, previous research suggests that Millennial and Generation X employees hold differing cultural values, causing the two generations to clash at work. This study revealed mixed findings in which there were certain instances where Millennial employees were more collectivistic than Generation X employees, and others in which they were more individualistic. In addition to the limitations and implications of the current study, a concluding remark on the current state of generational research is offered.

Committee: Chieh-Chen Bowen Ph.D. (Committee Chair); Michael Horvath Ph.D. (Committee Member); Kenneth Vail Ph.D. (Committee Member) Subjects: Organizational Behavior; Psychology

Doctor of Education (Ed.D.), Bowling Green State University, 2019, Leadership Studies

The variation in needs and expectations between generational cohorts can make it difficult for organizations to create human resource, talent development, and supervisory policies to fit all employees. Low job satisfaction may lead to several adverse outcomes such as low retention and organizational commitment, low productivity, and low morale studies. In addition, research on generational differences in job satisfaction has led to contradictory findings. A correlational research design with a cross-sectional survey was implemented utilizing a multiple regression analysis to explore which facets of job satisfaction (Work Itself, Pay, Promotion, Coworker, and Supervision) best predicted Overall Job Satisfaction for each generational cohort. A discriminant analysis was also conducted to determine if a prediction of generational cohort membership could be established based on facets of job satisfaction. Multiple regression results indicate that Coworker, Work Itself, and Supervision Facets were the strongest predictors in the model of Overall Job Satisfaction for Baby Boomers; Coworker and the Work Itself Facets were the strongest predictors of Overall Job Satisfaction for Generation X; the Work Itself and Supervision Facets were the strongest predictors of Overall Job Satisfaction for Millennials. The data failed to yield a prediction of cohort membership based on facets of job satisfaction. Positive Affect was included in all analysis and was found not to be a confounding variable of job satisfaction for the sample. The results from this study concluded 1) generational cohorts do place varying degrees of value on facets of job satisfaction; 2) generational differences across facets are subtle; 3) all cohorts place a high value on the Work Itself Facet, and 4) the Coworker and Supervision Facets are significant influencers for the majority of the cohorts. Based on the facets included in the models, there were several implications for leadership with strong connecti (open full item for complete abstract)

Committee: Rachel Vannatta Ph.D. (Committee Chair); Jill Zeilstra-Ryalls Ph.D. (Other); Steve Jex Ph.D. (Committee Member); Judith Jackson May Ph.D. (Committee Member); Patrick Pauken J.D., Ph.D. (Committee Member) Subjects: Occupational Psychology; Organizational Behavior

Master of Arts in Psychology, Cleveland State University, 2018, College of Liberal Arts and Social Sciences

Organizations are consistently, and increasingly, dealing with the changing of generations in the workplace with the introduction of Generation Y, the upcoming decline of Generation X, and the retirement of Baby Boomers. Due to the changing workforce, the purpose of this current research was to observe how debt, work values, specifically intrinsic (helping others, being able to be creative) versus extrinsic (money, status), and job satisfaction are changing among the employees as well. However, there are few to no studies that have looked at how the inclusion of debt (mortgage loans, car loans, credit card debt, school loans) is influencing said factors of work values and job satisfaction. The current research examined 123 participants on their generational status, debt status, work values, and job satisfaction. The results suggested that there were generational differences among present debt status, rating of work values (extrinsic vs. intrinsic), and subscales of job satisfaction (i.e. pay, promotion, benefits). While the current research did not find a relationship among debt and work related variables, these results are relevant and give implications for the present workforce and directions for future research on this topic. These findings suggested that generational differences did exist in the workforce and promote the importance of future research observing this topic amongst a larger variety of variables. The results of the current research aide in better understanding the changing human resource management process of recruiting, training, and rewarding employees.

Committee: Chieh-Chen Bowen Ph.D. (Committee Chair); Michael Horvath Ph.D. (Committee Member); Vickie Coleman Gallagher Ph.D. (Committee Member) Subjects: Psychology

Master of Arts (MA), Bowling Green State University, 2014, Psychology/Industrial-Organizational

Although researchers often allude to the notion that generational differences in work-family balance exist, no one has empirically tested this assumption. Thus, the purpose of this study is to examine differences between three generational cohorts (i.e., Baby Boomers, Gen Xers, and Millennials) on the construct work-family balance, and for further interpretation, work-nonwork balance, using both quantitative and qualitative data. Although the data failed to support the hypothesis that differences would exist between generations in self-reported levels of work-family (and work-nonwork) balance, exploratory analyses revealed a significant difference between generations in attitudes towards money and spending. Practical and theoretical implications are discussed.

Committee: Margaret Brooks PhD (Advisor); Russell Matthews PhD (Committee Member); Robert Carels PhD (Committee Member) Subjects: Occupational Psychology; Psychology; Quantitative Psychology

Master of Arts (MA), Bowling Green State University, 2014, Popular Culture

In this thesis, I explore the ways in which several characters in the anime Fullmetal Alchemist: Brotherhood play with gender, and what impact that gender play has on larger social structures within the narrative. I use a close reading of the text, and of four characters in particular (Lust the Lascivious, Envy the Jealous, and the Armstrong siblings), to deduce how hegemonic patriarchal powers influence and control gender performance for those characters closely related to them, and spur on gender play in characters defying said powers. These characters occupy a liminal space between generations that is vital to their gender play. I argue that views on gender in this particular series are a symptom of shifts in generational understandings of the world overall, not just in relation to gender performance.

Committee: Kristen Rudisill (Committee Chair); Satomi Saito (Committee Member); Becca Cragin (Committee Member) Subjects: Gender; Gender Studies; Mass Media

Ph.D., Antioch University, 2013, Leadership and Change

Since the beginning of slavery in the United States, Black women have been actively involved in the creation and formation of Black civil society. The abolitionist, Black women's club, and civil rights movements challenged White supremacy and created institutions that fought for political, social, and economic justice. Historically, Black women have engaged in the struggle for group survival while at the same time fighting for institutional transformation to eliminate or change discriminatory policies, practices, and procedures. With each passing generation, Black women have led efforts of resistance against racial discrimination, gender bias, and class exploitation. However, with each passing generation, the concept and meaning of race has changed. Immigration, colorblind ideology, post-racial and post-civil rights attitudes influence the meaning and relevance of race. While some Black women have moved into the middle class and beyond, a majority of Black women remain poor and the objects of both racial and gender discrimination. The purpose of this study is to examine how race influences the activities of Black women in search of political, social, and economic justice. The research design was an exploratory sequential mixed-methods study that investigated the generation differences in racial attitudes and social justice involvement among Black women. The study consisted of a total of 183 participants and included six personal interviews, four focus groups, and a survey. Twenty African American women participated in the personal interviews and focus groups. In total, 163 African American women participated in the survey. An analysis of the qualitative data indicated that regardless of the generation cohort, the African American women participating in this study perceive race as a relevant issue and an issue that influences the life chances of African Americans in general. Additionally, there is a perception amongst the participants that there is a crisis of follow (open full item for complete abstract)

Committee: Lize Booysen DBL (Committee Chair); Carol Baron PhD (Committee Member); Philomena Essed PhD (Committee Member); Helen Neville PhD (Other) Subjects: African Americans; Black Studies; Gender; Womens Studies