References
[3]. Ahlrichs, N. S. (2007). Managing the generations
differently to improve performance and profitability.
Employment Relations Today, 34(1), 21-31.
[4]. Aker, J. M. (2009). Managing a multigenerational
workforce. Buildings, 103(1), 46-48.
[6]. Brinckerhoff, P. C., & Hyman, V. L. (2007). Generations:
The challenge of a lifetime for your nonprofit. Fieldstone
Alliance.
[7]. Brown, M. E., Treviño, L. K., & Harrison, D. A. (2005).
Ethical leadership: A social learning perspective for
construct development and testing. Organizational
Behavior and Human Decision Processes, 97(2), 117-134.
[8]. Bruce, A., & Montanez, S. M. (2012). Leaders start to
finish: A road map for developing top performers.
American Society for Training and Development.
[9]. Cantor, N., & Kihlstrom, J. F. (1987). Personality and
Social Intelligence. Pearson College Division.
[10]. Cheng, K. W. (2014). A study on applying focus group
interview on education. Reading Improvement, 51(4),
381-385.
[11]. Conger, J. A., & Pearce, C. L. (2003). A landscape of
opportunities. Shared leadership. Reframing the Hows
and Whys of Leadership, 285-303.
[12]. Crampton, S. M., & Hodge, J. W. (2007). Generations
in the workplace: Understanding age diversity. The
Business Review, 9(1), 16-22.
[13]. Crumpacker, M., & Crumpacker, J. M. (2007).
Succession planning and generational stereotypes:
should HR consider age-based values and attitudes a
relevant factor or a passing fad? Public Personnel
Management, 36(4), 349-369.
[14]. Daft, R. L. (2008). The Leadership Experience. (4
ed., pp. 313 & 396). Mason, OH:Thomson South-Western.
[15]. Dearborn, K. (2002). Studies in emotional
intelligence redefine our approach to leadership
development. Public Personnel Management, 31(4),
523-530.
[17]. Dorset, G. J. (2008). The new American workplace -
Generational diversity from four participating cohorts
offering challenges, obstacles, and opportunities for
success (Doctoral dissertation, Wayne State University).
(UMI No. 89279729)
[20]. Goleman, D. (2006). Social Intelligence: The New
Science of Social Relationships. New York, Bantam Books.
[21]. Guest, G., Bunce, A., & Johnson, L. (2006). How
many interviews are enough? An experiment with data
saturation and variability. Field Methods, 18(1), 59-82.
[26]. Kouzes, J. M., & Posner, B. Z. (2007). The Leadership
th Challenge (4 ed.). San Francisco, CA: John Wiley & Sons.
[27]. Kress, V. E., & Shoffner, M. F. (2007). Focus groups: A
practical and applied research approach for counselors.
Journal of Counseling & Development, 85(2), 189-195.
[28]. Krueger, R. A, & Casey, M. A., (2015). Focus groups: A
th Practical Guide for Applied Research (5 ed.). Thousand
Oaks, CA: Sage.
[29]. Leedy, P. D. & Ormrod, J. E. (2005). Practical
th Research: Planning and Design (8 ed.). Upper Saddle
River, NJ: Merrill Prentice Hall.
[30]. Legault, M. (2002). Bringing people together: A study
of generational diversity and organizational culture.
(Doctoral dissertation). ProQuest Dissertations and Theses
database. (UMI No. 305485706)
[31]. Lowe, D., Levitt, K. J., & Wilson, T. (2008). Solutions for
retaining generation Y employees in the workplace.
Business Renaissance Quarterly, 3(3), 43-57.
[32]. Magnuson, D. S., & Alexander, L. S. (2008). Work with
me: A new lens on leading the multigenerational
workforce. Minneapolis, MN: Paradigm Publishers.
[33]. Marques, J. (2011). Five principles that will determine
the new mainstream: Spirituality, meaning, inter-being,
leadership and empathy: SMILE. Human Resource
Management International Digest, 19(4), 39-42.
[34]. Moore, S. K., Guarino, H., Acosta, M. C., Aronson, I.
D., Marsch, L. A., Rosenblum, A., et al. (2013). Patients as
collaborators: Using focus groups and feedback sessions
to develop an interactive, web-based self-management
intervention for chronic pain. Pain Medicine, 14(11),
1730-1740. doi:10.1111/pme.12200
[35]. Murphy, S. (2007). Leading a Multigenerational
Workforce. AARP, Clare Raines Associates.
[36]. Nicholas, A. J. (2008). Millennial interest in
tele working. (Doctoral Dissertation). ProQuest
Dissertations and Theses. (UMI No. 304703062).
[38]. Patton, M. Q. (2002). Qualitative Evaluation and
rd Research Methods (3 ed.). Thousand Oaks, CA: Sage
Publications.
[39]. Salahuddin, M. M. (2010). Generational differences
impact on leadership style and organizational success.
Journal of Diversity Management, 5(2), 1-6.
[41]. Singh, K. (2007). Qualitative Social Research
Methods. Thousand Oaks, CA: Sage publications.
[43]. Stanley, A. (2003). Next Generation Leader: Five
essentials for those who will shape the future. New York, NY:
Multnomah Publishers, Inc.
[44]. Stevens, R. H. (2010). Managing human capital: How
to use knowledge management to transfer knowledge in
today's multigenerational workforce. International
Business Research, 3(3), 77-80.
[45]. Thorndike, E.L. (1920). Intelligence and its users.
Harper's Magazine. 140, 227-235.
[47]. Walumbwa, F. O., Wang, P., Wang, H., Schaubroeck,
J., & Avolio, B. J. (2010). Psychological processes linking
authentic leadership to follower behaviors. The
Leadership Quarterly, 21, 901-914.
[50]. Wilson, L. (2009). Generations at work: The problems,
power, and promise explored. American Water Works
Association Journal, 101(5), 46-46.