Vol. 6 No. 1 (2018): BUSINESS & MANAGEMENT STUDIES: AN INTERNATIONAL JOURNAL
Articles

THE ROLE OF CULTURAL CHANGES IN INTERGENERATIONAL CONFLICTS IN ORGANIZATIONAL PROCESSES: A SURVEY AIMED AT ACADEMICIANS

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  • Sena ERDEN AYHÜN
Sena ERDEN AYHÜN
Çanakkale Onsekiz Mart Üniversitesi, Çanakkale Sosyal Bilimler Meslek Yüksekokulu, İşletme Yönetimi Programı
Bio

Published 2018-04-25

How to Cite

THE ROLE OF CULTURAL CHANGES IN INTERGENERATIONAL CONFLICTS IN ORGANIZATIONAL PROCESSES: A SURVEY AIMED AT ACADEMICIANS. (2018). Business & Management Studies: An International Journal, 6(1), 209-236. https://doi.org/10.15295/bmij.v6i1.205

How to Cite

THE ROLE OF CULTURAL CHANGES IN INTERGENERATIONAL CONFLICTS IN ORGANIZATIONAL PROCESSES: A SURVEY AIMED AT ACADEMICIANS. (2018). Business & Management Studies: An International Journal, 6(1), 209-236. https://doi.org/10.15295/bmij.v6i1.205

Abstract

The phenomenon of change in the cultural structure brought about differences in values, beliefs and behavior in the social structure. The fact that the phenomenon of change is not acknowledged by adult generations, the inability to understand the behaviors of new generations brings about the possibility of conflicts between new and adult generations. The conflicts that individuals primarily experience in the family environment also manifest themselves when they are beginning to work within an institution. Many theoretical-based studies in the literature show that conflicts that occur during generations may be related to cultural changes.

In the study, it was tried to determine whether the X generation academicians working at the universities had experienced conflict with the Y generation of the younger generation. In addition, the Y generation academics were investigated whether they lived in conflict with the elderly generations, named  X generation,, Baby Boomers generation and silent generation. In addition in the survey; the relation between the avoidance of variables measuring the cultural dimensions and uncertainty, power distance, collectivism I, collectivism II, assertiveness, gender segregation, being orientation for future and performance, differentiations in humanistic approach and intergenerational conflicts are searched.

Data are collected over the web sites by survey method, face to face meeting and via fax and 428 applicable interview results have been provided.  In the analysis of the data, the structural equality model was utilized. As a result of the analyzes made; It has been determined that the X generation is rarely conflict with Y generation, the Y generation is rarely conflict with X generation, Baby Boomers generation and silent generation. Collectivism II and performance orientation and relation of intergenerational conflicts has been found in reverse direction where the relation of intergenerational conflicts with gender apartheid dimension was in positive direction.

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