Stacy M. Campbell

Generational Differences in Work Values: Leisure and Extrinsic Values Increasing, Social and Intrinsic Values Decreasing:

Organizations are currently facing the retirement of many older workers and the challenge of recruiting and retaining young talent. However, few studies have empirically substantiated generational differences in work values. This study examines the work values of a nationally representative sample of U.S. high school seniors in 1976, 1991, and 2006 (N = 16,507) representing Baby Boomers, Generation X (GenX), and Generation Me (GenMe, also known as GenY, or Millennials). With data collected across time, these analyses isolate generational differences from age differences, unlike one-time studies, which cannot separate the two. Leisure values increased steadily over the generations (d comparing Boomers and GenMe = .57), and work centrality declined. Extrinsic values (e.g., status, money) peaked with GenX but were still higher among GenMe than among Boomers (d = .26). Contrary to popular press reports, GenMe does not favor altruistic work values (e.g., helping, societal worth) more than previous generations. Social values (e.g., making friends) and intrinsic values (e.g., an interesting, results-oriented job) were rated lower by GenMe than by Boomers. These findings have practical implications for the recruitment and management of the emerging workforce.

On the Self-regulatory Dynamics Created by the Peculiar Benefits and Costs of Narcissism: A Contextual Reinforcement Model and Examination of Leadership

A new model of narcissism is presented, the contextual reinforcement model. This model describes an area where narcissism will be largely beneficial to the self and, to a lesser extent, to others. This “emerging zone” includes situations involving unacquainted individuals, early-stage relationships, and short-term contexts. The costs of narcissism are seen primarily in the “enduring zone.” These are situations involving acquainted individuals, continuing relationships, and long-term consequences. A dynamic in which narcissists cyclically return to the emerging zone is described. Research on the functioning of narcissism in leadership settings is presented as a case study of the contextual reinforcement model. Implications for understanding self-enhancement more broadly are discussed.

The impact of student retention strategies: an empirical study

A major concern for institutions and instructors is the high dropout rate of students in online courses. This study investigated the impact of student retention strategies on retention rates in an online information systems course. A treatment group exposed to retention strategies related to student engagement, learning communities, student services and learner centred environments was compared with a control group. Results suggested that retention strategies may not impact retention rates. This is important as faculty are routinely encouraged to implement similar strategies in online course design and delivery.

Motivational influences on supply manager environmental sustainability behavior

Purpose Although supply chain managers serve a central role when implementing corporate environmental sustainability objectives, existing literature does not demonstrate high levels of supply manager support for such initiatives. This paper aims to investigate the potential of individual behavioral influences to explain supply manager orientation toward environmental responsibility. Methodology/approach This paper constructs a research model based on the theory of planned behavior (TPB) to explore how personal environmental motivations influence supply manager environmental behavior in the workplace. This paper also incorporates hyperbolic discounting as a cognitive bias moderator in the model. The research hypotheses were tested with regression of survey data of practicing supply managers in the USA. Findings Support was found for the direct TPB hypotheses, revealing the importance of an individual’s personal attitude, subjective norm and perceived behavioral control on interpreting and applying the organization’s environmental sustainability objectives. Although the interactive effect of hyperbolic discounting as a cognitive bias was not supported, a direct effect was found. Practical implications The findings can help organizations improve supply manager support for sustainability initiatives. Originality/value Prior supply chain sustainability research has examined drivers and barriers at political, legal, economical and overall firm levels. This study expands this research base by investigating individual-level barriers and drivers related to personal responsibility for environmental sustainability. As a second contribution, integration of cognitive biases in the TPB has been understudied in existing literature.

Exploring the effects of workforce level on supply chain job satisfaction and industry commitment

Purpose Despite a pervasive workforce shortage, existing research has provided limited guidance about job satisfaction and commitment of the supply chain workforce. Moreover, few studies explore the effects of workforce level on such satisfaction and commitment. The paper aims to discuss this issue. Design/methodology/approach To address this gap, the authors apply person-organization fit theory to study the critical work value drivers of supply chain job satisfaction and industry commitment across workforce levels through structural modeling of practitioner survey data. Findings Job satisfaction and industry commitment are impacted differently across workforce levels, particularly for executives, suggesting the potential for conflicts in the workplace and that a “one size fits all” approach for recruitment and retention will be ineffective. Practical implications The results reveal how proactive organizations can not only hire and retain the best people but also help employees at different workforce levels understand one another’s motivations, empowering these organizations to become employers of choice. Originality/value This study is among the first empirical papers to directly address the labor shortage in supply chain. It also strikes new ground by assessing differences in work values across workforce levels.

The Impact of Implementing Corporate Decisions on Middle Managers' Justice Perceptions

Prior research in the field of organizational justice has primarily focused on the specific justice dimensions and their impact on individual workers. The current study takes a new direction by exa...

Generational differences in psychological traits and their impact on the workplace

Purpose – The purpose of this paper is to review data from 1.4 million people who completed personality, attitude, psychopathology, or behavior scales between the 1930s and the present and to discuss how those differences may impact today’s workplace. Design/methodology/approach – The data are gathered from research reports using psychological scales over the last eight decades, primarily those using college student samples. Findings – Generation Me (sometimes called Gen Y or Millennials) demonstrates higher self-esteem, narcissism, anxiety, and depression; lower need for social approval; more external locus of control; and women with more agentic traits. Practical implications – Managers should expect to see more employees with unrealistically high expectations, a high need for praise, difficulty with criticism, an increase in creativity demands, job-hopping, ethics scandals, casual dress, and shifting workplace norms for women. Organizations can respond to these changes with accommodations (e.g. praise programs) or with counter pressure (e.g. dress codes), and it is imperative that managers consider the best reaction for their workforce. Originality/value – Most studies of generations interview workers at one time; thus any differences could be due to age or generation. Many of these reports are also based on subjective opinions and perceptions. In contrast, the paper reviews quantitative data on generational differences controlling for age. This empirically based look at generations in the workplace should be useful to managers and workers.