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Purpose: The purpose of this paper is to examine, utilising the Kaleidoscope Career Model, whether members of the Baby Boom generation and Generation X differ in their needs for authenticity, balance, and challenge. Design/methodology/approach: Survey data were obtained from 982 professionals located across the USA. Correlations, t-tests, and multiple regressions were performed to test the hypotheses. Findings: Members of Generation X have higher needs for authenticity and balance than Baby Boomers. There was no difference in needs for challenge between Baby Boomers and members of Generation X. Research limitations/implications: A limitation in the study, as well as in most of the research on generational differences, is the use of cross-sectional designs that fail to capture the influence of the aging process. A longitudinal, multi-survey design over the lives of individuals would enable scholars to capture within- and between-person differences and to permit a better understanding of whether differences are in fact due to generational effects or to aging. Practical implications: Knowledge of the differences and similarities among the various generations in the workforce can help organizational leaders make important decisions about human resource policies and practices. Originality/value: Many studies in the popular press stress the prevalence and importance of generational differences in the workplace. However, the little academic research that has been conducted has shown mixed results. The study uses the theoretical framework of the Kaleidoscope Career Model to examine generational differences in work attitudes. (Contains 2 tables and 1 note.)

Applicants for telemarketing jobs were assigned to 4 groups (32 each): (1) standard interview (control group); (2) job-specific realistic job preview; (3) nonspecific expectation-lowering procedure; and (4) both treatments 2 and 3. All three treatment groups had significantly lower expectations but not higher retention. Combined treatment resulted in the largest number of days worked. (Contains 30 references.) (SK)

A comprehensive theoretical model and measurement method for compensation satisfaction is presented. The model is made up of seven dimens ions: level, structure, raises, and variable pay procedure satisfaction for pay, and level, determination, and administration satisfaction.

The purpose of this study was to determine whether employees' attitudes towards benefits and behavioral intentions were related to nurse turnover, absenteeism, or on-the-job performance. Dramatic increases in the cost of benefits to employers, along with the need to attract and retain employees, have resulted in the requirement that the ramifications of employees' perceptions of benefits be better understood. Despite the fact that the literature is replete with studies involving pay equity and satisfaction, studies concerning the effects of perceived benefits are few. Attitudes towards benefits, intentions to search for a new job, to quit, to be absent, ratings of performance, and actual turnover--and absenteeism--were assessed using a sample of 386 nurses. The results indicate that East of Replacement of Benefits was significantly related to turnover but not to absenteeism or performance. Behavioral intentions to Search for a new job, to quit, and intention to be absent were related to actual turnover and performance but not to absenteeism. The implications of these findings are discussed and areas for future research are presented., INTRODUCTION Despite the fact that the literature is replete with studies involving pay equity and satisfaction, studies including the effects of perceived benefits equity and satisfaction are few and largely [...]

ABSTRACT In the present study we examine the applicability of some traditional human resource management theories to 374 owners of small to medium sized enterprises in border cities of Belarus, [...]

ABSTRACT Although numerous studies have examined the outcomes of stress and personal adjustment, relatively little research has examined the most commonly used measures of stress--especially in regards to expatriates. Using [...]

ABSTRACT The subjects used for this study consist of 6,307 individuals from 7 countries examining the influence that work norms have on actual income received across 4 occupational groups--Entrepreneurs, Engineers, [...]

The purpose of the present study was to partially replicate and extend prior work by Carraher and Buckley (1996). They examined the relationship between mean group levels of cognitive complexity and differences in the number of observed dimensions of pay satisfaction as measured by the PSQ. Utilizing a sample of 1,901 teachers we found that mean group differences in cognitive complexity could explain about 78% of the observed variation in the dimensionality of the PSQ but that cognitive complexity was relatively unrelated to the number of dimensions observed for a measure of employee attitudes towards benefits. Additionally, with a sample of 1,647 workers from entrepreneurial financial information services organizations we found that mean group differences in cognitive complexity could account for over 69% of the variance in the number of dimensions observedfor the Least Preferred Coworker Scale. This has reinforced the idea that cognitive complexity is an important and mostly overlooked variable that may have an important effect upon outcomes in organizational research both with entrepreneurial and non-entrepreneurial samples., INTRODUCTION Cognitive processing is one of the central topics of interest for selection (Bobko, Roth & Potosky, 1999), training (Warr & Bunce, 1995), compensation (Carraher & Buckley, 1996) and employee-job [...]

This study explored the possibility that cognitive complexity can account for differences in the number of perceived dimensions with which individuals conceptualize pay satisfaction, as measured by the Pay Satisfaction Questionnaire. Using 2 independent samples of 1,969 certified teachers, it was found that mean group differences in cognitive complexity may account for the differences previously found in the literature. It was suggested that additional basic research be performed on how individuals conceptualize pay satisfaction and that more useful measures of cognitive complexity be developed. (Reprinted by permission of the publisher.)

Using a sample of 104 employed business students attending evening courses at a state university, the dimensionality of a pay satisfaction questionnaire was examined. A principal components analysis with an oblique rotation was used to assess whether items hypothesized to load on a raise in pay component and a structure/administration component would actually load on those respective components. This analysis was also compared to one with an orthogonal rotation to assess the assumption of orthogonality between the hypothesized dimensions. The raise and structure/administration items all loaded on a single component along with pay level items, and, based upon hyperplane counts, the assumption of orthogonality between dimensions of satisfaction with pay is poor.

Using two samples of public sector employees (n = 152), two constructs of Jaques' theory of equitable payment were examined. Analysis supported Jaques' proposition that amount of work is predictive of actual pay. Also, Jaques' construct, felt fair pay, was stable over 3 mo. Areas for research are suggested.