With many individuals in the Baby Boomer generation eligible to retire, many open positions will need to be filled by other Baby Boomers, or those from Generation X or Generation Y. Private industry has taken note of this and has been exploring workplace differences between Generation Y, Generation X, and Baby Boomers. Unfortunately for the federal government, data shows Generation Y is also separating; specifically quitting for unknown reasons. Understanding this apparent dichotomy between Generation Y and Generation X and Baby Boomer federal government employees is a current knowledge gap within the federal government's strategic human capital management focus.
From 2002 – 2013, OPM surveyed the federal workforce eight times using the following six indices: Leadership and Knowledge Management, Results-Oriented Performance Culture, Talent Management, Job Satisfaction, Global Satisfaction, and Employee Engagement. These indices provide a single, consistent definition of human capital management for the federal government. Generational data from these studies exist but has yet to be stratified and reported. This dissertation quantitatively analyzed these workplace indices from 2006 through 2013 using OPM's studies and showed there are generational differences within the federal government domain in an effort to improve human capital management within the federal government.
The results show a continued decline in federal government employee attitudes. Generation Y's workplace attitudes for all indices (except for Job Satisfaction where the effect sizes were very small) were the highest among generations within the individual years and over time. Generation Y ranked Job Satisfaction consistently the lowest within each year and decreased over time. Generation Y's steep separation and the only positive quitting trend lines, coupled with this study's steep inter-organizational movement and the only positive quitting trend lines, affirms that Generation Y is separating from their organizations and quitting the federal government at a higher rate compared to Generation X and Baby Boomers. There is some empirical evidence that associates Generation Y's low Job Satisfaction scores to separating and quitting. If this downward trend continues, the effect sizes will inevitably increase and the link between the Job Satisfaction index and Generation Y leaving will become very apparent.
","abstract_html":"<p>With many individuals in the Baby Boomer generation eligible to retire, many open positions will need to be filled by other Baby Boomers, or those from Generation X or Generation Y. Private industry has taken note of this and has been exploring workplace differences between Generation Y, Generation X, and Baby Boomers. Unfortunately for the federal government, data shows Generation Y is also separating; specifically quitting for unknown reasons. Understanding this apparent dichotomy between Generation Y and Generation X and Baby Boomer federal government employees is a current knowledge gap within the federal government's strategic human capital management focus.</p> <p>From 2002 – 2013, OPM surveyed the federal workforce eight times using the following six indices: Leadership and Knowledge Management, Results-Oriented Performance Culture, Talent Management, Job Satisfaction, Global Satisfaction, and Employee Engagement. These indices provide a single, consistent definition of human capital management for the federal government. Generational data from these studies exist but has yet to be stratified and reported. This dissertation quantitatively analyzed these workplace indices from 2006 through 2013 using OPM's studies and showed there are generational differences within the federal government domain in an effort to improve human capital management within the federal government.</p> <p>The results show a continued decline in federal government employee attitudes. Generation Y's workplace attitudes for all indices (except for Job Satisfaction where the effect sizes were very small) were the highest among generations within the individual years and over time. Generation Y ranked Job Satisfaction consistently the lowest within each year and decreased over time. Generation Y's steep separation and the only positive quitting trend lines, coupled with this study's steep inter-organizational movement and the only positive quitting trend lines, affirms that Generation Y is separating from their organizations and quitting the federal government at a higher rate compared to Generation X and Baby Boomers. There is some empirical evidence that associates Generation Y's low Job Satisfaction scores to separating and quitting. If this downward trend continues, the effect sizes will inevitably increase and the link between the Job Satisfaction index and Generation Y leaving will become very apparent.</p>","abstract_has_math":false,"creators":["Barford, Ian Nathaniel"],"institution":null,"degree_name":"Doctor of Philosophy (PhD)","degree_level":"Dissertation","degree_discipline":"Engineering Management & Systems Engineering","degree_department":null,"school":null,"contributors":["Patrick T. Hester","Charles B. Keating","Edward Markowski","Pilar Pazos"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2014,"date_issued":"2014-01-01T08:00:00Z","date_published":"2014-01-01T08:00:00Z","updated_at":"2026-07-24T03:35:08Z","subjects":["Baby boomers","Federal government","Generation X","Generation Y","Human capital management","Business Administration, Management, and Operations","Operational Research"],"languages":[],"rights":[],"rights_urls":[],"identifier_entries":[{"key":"dc:identifier","label":"Identifier","values":["9781321558463"],"render_values":[{"text":"9781321558463","href":null,"code":true}]}]},"links":{"outbound_url":"https://digitalcommons.odu.edu/emse_etds/152","outbound_label":"Repository record","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Patrick T. Hester","Charles B. Keating","Edward Markowski","Pilar Pazos"]},{"key":"dc:creator","label":"Author","values":["Barford, Ian Nathaniel"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date.available","label":"Dc Date Available","values":["2019-09-13T07:00:00Z"]},{"key":"thesis:degree_discipline","label":"Discipline","values":["Engineering Management & Systems Engineering"]},{"key":"thesis:degree_level","label":"Degree Level","values":["Dissertation"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Doctor of Philosophy (PhD)"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Baby boomers","Federal government","Generation X","Generation Y","Human capital management","Business Administration, Management, and Operations","Operational Research"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["9781321558463","https://digitalcommons.odu.edu/emse_etds/152"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description.abstract","label":"Abstract","values":["With many individuals in the Baby Boomer generation eligible to retire, many open positions will need to be filled by other Baby Boomers, or those from Generation X or Generation Y. Private industry has taken note of this and has been exploring workplace differences between Generation Y, Generation X, and Baby Boomers. Unfortunately for the federal government, data shows Generation Y is also separating; specifically quitting for unknown reasons. Understanding this apparent dichotomy between Generation Y and Generation X and Baby Boomer federal government employees is a current knowledge gap within the federal government's strategic human capital management focus.
From 2002 – 2013, OPM surveyed the federal workforce eight times using the following six indices: Leadership and Knowledge Management, Results-Oriented Performance Culture, Talent Management, Job Satisfaction, Global Satisfaction, and Employee Engagement. These indices provide a single, consistent definition of human capital management for the federal government. Generational data from these studies exist but has yet to be stratified and reported. This dissertation quantitatively analyzed these workplace indices from 2006 through 2013 using OPM's studies and showed there are generational differences within the federal government domain in an effort to improve human capital management within the federal government.
The results show a continued decline in federal government employee attitudes. Generation Y's workplace attitudes for all indices (except for Job Satisfaction where the effect sizes were very small) were the highest among generations within the individual years and over time. Generation Y ranked Job Satisfaction consistently the lowest within each year and decreased over time. Generation Y's steep separation and the only positive quitting trend lines, coupled with this study's steep inter-organizational movement and the only positive quitting trend lines, affirms that Generation Y is separating from their organizations and quitting the federal government at a higher rate compared to Generation X and Baby Boomers. There is some empirical evidence that associates Generation Y's low Job Satisfaction scores to separating and quitting. If this downward trend continues, the effect sizes will inevitably increase and the link between the Job Satisfaction index and Generation Y leaving will become very apparent.
"]},{"key":"dc:title","label":"Title","values":["Human Capital Management Within the Federal Government Utilizing Generational Stratification With a Focus on Generation Y"]}]}],"canonical_facts":{"dc:contributor":["Patrick T. Hester","Charles B. Keating","Edward Markowski","Pilar Pazos"],"dc:creator":["Barford, Ian Nathaniel"],"dc:date.available":["2019-09-13T07:00:00Z"],"dc:description.abstract":["With many individuals in the Baby Boomer generation eligible to retire, many open positions will need to be filled by other Baby Boomers, or those from Generation X or Generation Y. Private industry has taken note of this and has been exploring workplace differences between Generation Y, Generation X, and Baby Boomers. Unfortunately for the federal government, data shows Generation Y is also separating; specifically quitting for unknown reasons. Understanding this apparent dichotomy between Generation Y and Generation X and Baby Boomer federal government employees is a current knowledge gap within the federal government's strategic human capital management focus.
From 2002 – 2013, OPM surveyed the federal workforce eight times using the following six indices: Leadership and Knowledge Management, Results-Oriented Performance Culture, Talent Management, Job Satisfaction, Global Satisfaction, and Employee Engagement. These indices provide a single, consistent definition of human capital management for the federal government. Generational data from these studies exist but has yet to be stratified and reported. This dissertation quantitatively analyzed these workplace indices from 2006 through 2013 using OPM's studies and showed there are generational differences within the federal government domain in an effort to improve human capital management within the federal government.
The results show a continued decline in federal government employee attitudes. Generation Y's workplace attitudes for all indices (except for Job Satisfaction where the effect sizes were very small) were the highest among generations within the individual years and over time. Generation Y ranked Job Satisfaction consistently the lowest within each year and decreased over time. Generation Y's steep separation and the only positive quitting trend lines, coupled with this study's steep inter-organizational movement and the only positive quitting trend lines, affirms that Generation Y is separating from their organizations and quitting the federal government at a higher rate compared to Generation X and Baby Boomers. There is some empirical evidence that associates Generation Y's low Job Satisfaction scores to separating and quitting. If this downward trend continues, the effect sizes will inevitably increase and the link between the Job Satisfaction index and Generation Y leaving will become very apparent.
"],"dc:identifier":["9781321558463","https://digitalcommons.odu.edu/emse_etds/152"],"dc:subject":["Baby boomers","Federal government","Generation X","Generation Y","Human capital management","Business Administration, Management, and Operations","Operational Research"],"dc:title":["Human Capital Management Within the Federal Government Utilizing Generational Stratification With a Focus on Generation Y"],"thesis:degree_discipline":["Engineering Management & Systems Engineering"],"thesis:degree_level":["Dissertation"],"thesis:degree_name":["Doctor of Philosophy (PhD)"]},"updated_at":"2026-07-24T03:35:08Z"}