Knowledge sharing between different generations of employees: an example from Slovenia

Figures & data

Table 1. The characteristics of three generations in the workplace.

Baby boom generation

Considered more self-centred, individualistic, economically optimistic, results driven, sceptical; suspicious of authority; want to learn new skills, i.e. re-engineer life; are environmentally conscious; have experienced high incomes, time poverty, and dual-career households.

Generation X

Self-reliant, enjoy achieving measurable results and streamlining systems and processes; are free agents, not team players; self-reliance has led them to embrace free agency over company loyalty in unprecedented numbers; prefer flexible, results-driven organisations that adapt to their preferences; are more entrepreneurial and less prone to devote their lives to large public corporations; do rely on institutions for long-term security; prefer leadership roles if possible and do not like to feel they are being controlled.

Generation Y

Goal and achievement oriented multitaskers; able to grasp new concepts, embrace change and are learning-oriented; innovative, curious, and planning for lifelong learning experiences; they arrive on the job with higher expectations than any earlier generation and, with a click of the mouse, they can notify thousands of their cohorts about which companies match or fall short of their ideals; impatient, needy and feel entitled, however, they are not slackers; they are ambitious, demanding, and have core values of optimism, confidence, and achievement; aspire to achieve a balance between work and family life.

Source: Musico (2008); Koco (2006); Dickey and Sullivan (2007); Twenge, Campbell, Hoffman & Lance, (2010).

Table 2. Descriptive statistics of the sample.

	Baby boomers	Generation X	Generation Y
Gender	67% female	64% female	64% female
Average age	54	37	27
Major level of education	30% university degree; 28% secondary school	38% university degree; 24% master’s or doctoral degree	63% university degree; 16% secondary school
Sector (private/public)	Private (54%)	Private (64%)	Private (61%)
Work experience	30.57 years	12.18 years	2.83 years

Source: Authors’ calculations.

Table 3. Descriptive statistics of the key variables.

	Knowledgesharing	Willingness	Motivation	Communication	Collaboration
Mean	4.12	3.83	4.04	3.92	3.49
Median	4.10	3.83	4.00	4.00	3.67
SD	0.54	0.45	0.43	0.63	0.68

Source: Authors’ calculations.

Table 4. Results of linear regression analysis.

Variables	Knowledge sharing
	Step 1		Step 2
	Beta	T	Beta	T
Gender	-.02	-.380	.04	.71
Education	.14	2.21	.03	.48
Company type	.10	1.48	.00	.18
Size of the organisation	.115	1.81	.02	.42
Willingness			.22**	3.50
Motivation			.41***	6.98
Communication			.01	.12
Collaboration			.09	1.55
R^2	.04		.35

Alpha:

^** p < .01.

^*** p < .001.

Source: Authors’ calculations.

Musico, C. (2008). The boomer boom. Customer Relationship Management, 12, 34–39.

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Koco, L. (2006). Use generational marketing to reach boomers. Younger Clients, National Underwriter Life and Health, 110, 26–27.

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Dickey, J., & Sullivan, J. (2007). Generational shift in media habits. MediaWeek, 17, 10. Available from: http://heartbeatofnewmedia.blogspot.si/2007/02/generational-shift-in-media-habits.html. Accessed on January 20th, 2013.

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Twenge, J. M., Campbell, S. M., Hoffman, B. J., & Lance, C. E. (2010). Generational differences in work values: Leisure and extrinsic values increasing, social and intrinsic values decreasing. Journal of Management, 36, 1117–1142.10.1177/0149206309352246

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