AGE-ility challenges, and management agendas for the organisation

  • Carla C.J.M. Millar, Vicki Culpin
  • Journal of Organizational Change Management, July 2014, Emerald
  • DOI: 10.1108/jocm-05-2014-0099

What is it about?

Four generations now in the labour market - Veterans/Traditionalists (1939-1947), Baby Boomers (1948-1963), Generation X (1964-1978) and Generation Y (1979-1991) pose four known research challenges: Age and HR Policies, Age and early retirement, Age, performance and employability, and Age and Occupational Health/well being. We also pay attention to two missing issues: a] the impact of specific age groups such as Gen X or Gen Y, and b] multigenerational organisational issues.

Why is it important?

The impact of specific age groups such as Gen X or Gen Y is important, since different generations show different and changing motivation and career agendas, and multigenerational organisational issues are important, since partly due to an increase in the older workforce size and partly due to the later pensionable age three-four generations / generation groupings are crowding the same organisational space, creating new dynamics and challenges.


Professor Carla Millar
Universiteit Twente

This paper opens your eyes to issues that are not yet properly understood or researched, and need understanding soon!

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