Human Capital Management Within the Federal Government Utilizing Generational Stratification With a Focus on Generation Y
type: CreativeWork
description: 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 fr…
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 fr…
author: Barford, Ian Nathaniel
keywords: Baby boomers, Federal government, Generation X, Generation Y, Human capital management, Business Administration, Management, and Operations, Operational Research
date published: 2014-01-01T08:00:00Z
date modified: 2026-07-24T03:35:08Z
provider: Old Dominion University
publisher: Networked Digital Library of Theses and Dissertations
type: WebPage
source organization: Old Dominion University