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dc.contributor.authorEmma Parry
dc.contributor.authorPeter Urwin
dc.date.accessioned2023-12-18T06:58:40Z
dc.date.available2023-12-18T06:58:40Z
dc.date.issued2020
dc.identifier.urihttps://thuvienso.hoasen.edu.vn/handle/123456789/14640
dc.description.abstractThis provocation challenges the use of generational cate gories as a valid and useful basis for the development of human resource management (HRM) research and practice. We present two provocations. First, that a focus solely on year of birth as a driver of attitudes, values and behaviours is wholly inadequate. Second, we go beyond existing empirical challenges to argue that any approach to the study of generations that focuses solely on generational categories should be abandoned. We consider the theo retical basis for generations, together with specific exam ples from empirical studies to show how the current reliance on largely unsubstantiated categories leaves even longitudinal studies unable to make an effective contribu tion to this field. We draw on cross‐disciplinary insights to consider the implications for academic research and for HRM practice, showing how the current approach limits the usefulness of findings and suggesting a potential way forwardvi
dc.language.isoenvi
dc.publisherJohn Wiley & Sons Ltdvi
dc.relation.ispartofseriesHuman Resource Management Journal 2021;31:857–869
dc.subjectHuman resource managementvi
dc.titleGenerational categories: A broken basis for human resource management research and practicevi
dc.typeArticlevi


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