Cross-cultural collaboration through virtual teaming in higher education

Scholars from three universities in three different parts of the world - North America, Africa, and Eurasia - across different cultures, disciplines, and contexts, collaborated with the objective of advancing transversal skills and intercultural competences through immersing their students in international virtual teamwork. Students and lecturers represented the Appalachian State University (United States of America), University of the Free State (South Africa), and Novgorod State University (Russia). In this article, we share our lessons learned from the challenges we faced in the hopes of deepening understanding in higher education concerning what can be accomplished through remote learning across continents and cultures. This work allowed us to be ahead of the collapse of traditional teaching on campuses caused by the COVID-19 pandemic, as we had prior experience of online pedagogies reaching across international borders, cultures, time zones, and languages. Even during hard lockdown, when travelling abroad was impossible, our students experienced internationalised curricula, interacted with international scholars and staff, and were able to continue with the programme as planned. We began this work more than five years prior to the pandemic;therefore, these efforts led to successfully switching to online learning in other courses. We began with engaging staff members as well as students in ongoing, project-based collaboration across cultures from these institutions. This required the use of synchronous and asynchronous digital platforms, which would enable staff members and students to work collaboratively for six to eight weeks to create realistic projects. Staff members began to compile the collaborative co-creating courses that would be taught together, thus combining and adapting various pedagogical approaches. We then shared the responsibility for co-facilitating each course, despite different philosophies of teaching and learning. The result was a balanced blend of pedagogies, allowing students to collaborate successfully with students from the other universities. Students overcame a number of challenges: (a) cultural differences;(b) infrastructure for technology platforms;(c) time zones;(d) languages;(e) age and generational differences;(f) unfamiliarity with various pedagogies;(g) interaction with other cultures and settings;and (h) stereotypes fuelled by popular media. We share our journey and the strategies that addressed these challenges, including the use of technology and results from this continued collaboration.

Multigenerational communication preferences in the workplace

Over the years, the forms of communication have changed drastically due to always changing technology. Where face-to-face or phone interactions used to be the only way to communicate with one another, workplaces now can email, post communications on a company-wide portal, or hold virtual meetings. With four generations currently in the workplace, Baby Boomers, Generation X, Millennials, and Generation Z, research shows there are differences in the way all generations prefer to communicate. The objective of this study was to determine whether there is a statistical difference in preferred communication methods, what the preferred channel is, if there is a difference in preference based on the context of what is being delivered, if there is a preference in the technology used for workplace trainings, and whether the COVID-19 pandemic restrictions caused a change in preferences among generations. A quantitative study was performed to analyze the research questions. All participants filled out a survey and questionnaire through SurveyMonkey. ANOVA analysis and comparisons of means and standard deviations were used to analyze the results. While differences were found among the means and standard deviations, only two statistically significant differences were found.This study found valuable information organizations can use to better the communication for all employees. Organizations can utilize this information to create effective communication and trainings across the workplace. Creating a more effective communication method will help keep employees motivated and engaged. (PsycInfo Database Record (c) 2023 APA, all rights reserved)

A SURVEY OF TEACHERS' PERSPECTIVES ON THE RECEPTION ABILITY OF YOUNGER STUDENTS AFTER EMERGENCY REMOTE TEACHING DURING COVID-19

Emergency remote teaching presented many new and unknown situations. Many studies have examined the impact of distance education on children's learning outcomes, including in the area of first language, particularly in reading and writing skills, and reading literacy. This research examines the area of literature teaching, more specifically the effects of the change in teaching on younger students' reception ability. One hundred and ninety-six teachers participated in the quantitative, explorative study. Responses indicate that there are moderate and major differences in the receptive skills of elementary students in the first through third grades, compared to students taught prior to the pandemic. © 2023 Avtor(ji)/The Author(s)

iGen or shyGen? Generational Differences in Shyness.

Generation Z (1997-2012) has been characterized in the popular media as more socially inhibited, cautious, and risk averse than prior generations, but are these differences found between generations on an empirical level? And, if so, are these differences observable within generations in response to acute events such as the COVID-19 pandemic? Using a simplified time-lagged design to control for age effects, we examined between-group differences in self-reported shyness in young adult participants (N = 806, age: 17-25 years) at the same developmental age and university from the millennial generation (tested: 1999-2001; n = 266, Mage = 19.67 years, 72.9% female) and Generation Z (tested: 2018-2020), the latter generation stratified into prepandemic (n = 263, M = 18.86 years, 82.4% female) and midpandemic (n = 277, Mage = 18.67 years, 79.6% female) groups. After first establishing measurement invariance to ensure trustworthy group comparisons, we found significantly higher mean levels of shyness across each successive cohort, starting with millennials, through Generation Z before the pandemic, to Generation Z during the pandemic.

How generations differ in coping with a pandemic: The case of restaurant industry

The COVID-19 outbreak has had a negative impact on the restaurant industry and led to major sales and job losses. As it continues to threaten customers' health, it is expected to greatly influence their attitudes and behavior. Therefore, the current study aims to investigate the effects of threat and coping appraisals on consumers' co-creation behaviors during the COVID-19 pandemic. Grounded in protection motivation theory and co-creation theory, the moderating effect of generational cohorts is also investigated vis-a-vis the relationships between protection motivation appraisals and co-creation behaviors in the restaurant industry. Individuals between 18 and 55 years of age completed survey regarding their dine-in experience during the COVID-19 pandemic. The study indicates that customers' perceived severity, self-efficacy, and response efficacy are significant predictors of customers' co-creation behaviors during the COVID-19 pandemic. The study provides important theoretical and practical implications for the field. (PsycInfo Database Record (c) 2022 APA, all rights reserved)

Asian American mental health amidst COVID-19 anti-Asian racism: Internalized racism and generational status as moderators

In a national sample of 565 Asian Americans, this study investigates whether direct experiences of coronavirus disease (COVID-19) racism or vicarious exposure (e.g., witnessing, news reports, videos, and stories) of others experiencing COVID-19 racism lead to adverse mental health outcomes above and beyond the impact of general COVID-19 stressors. We used moderated moderation models to test our hypotheses of main effects and three-way interaction effects using the PROCESS Macro in SPSS (Hayes, 2017). Our results showed that both direct and vicarious experience of COVID-related racism significantly and positively predicted depressive, anxiety, and somatic symptoms, above and beyond the impact of general COVID-related stressors. In addition, the three-way interaction of COVID-related racism, internalized racism, and generational status was significant in three out of four models. There was a significant interaction effect such that higher levels of internalized racism mitigated the strength of the relation of COVID-related direct and vicarious racism on depression and anxiety symptoms for 1.5 and 2nd+ generation Asian Americans. For 1st generation Asian Americans, internalized racism exacerbated the impact of vicarious COVID-related racism on somatic symptoms. Our findings revealed the nature of how immigration generational status and internalized racism moderated the relations between COVID-related racism and psychological wellbeing for Asian Americans during a public health crisis. (PsycInfo Database Record (c) 2023 APA, all rights reserved) Impact Statement What is the public significance of this article?-The study shows that direct and vicarious COVID-19-related racism was detrimental to Asian Americans' mental health. Additionally, the study revealed that the risk for adverse mental health outcomes depends on internalized racism beliefs and generational status, jointly. (PsycInfo Database Record (c) 2023 APA, all rights reserved)

The most diverse, tech-savvy, anxious, and socially conscious generation to date is entering the legal profession

GENERATIONAL THEORY Researchers William Strauss and Neil Howe pioneered the study of what they deemed "peer personalities" and how each generation's experiences of certain major events affect their values and behavior.3 Generally speaking, a generation is defined as the entire body of people born and living at about the same time and spans between 14 and 20 years.4 According to Strauss and Howe, as well as others who have studied the phenomenon, generational differences naturally develop based on the unique historical and cultural events that occur and the age of the individuals experiencing them.5 Although some of the dates vary slightly depending on the source, American researchers have identified the following generations since 1901: * The "Greatest Generation," born 1901-1924 * The "Silent Generation," born 1925-1945 * "Baby Boomers," born 1946-1964 * "Generation X," born 1965-1980 * "Millennials," born 1981-1994 * "Generation Z" or "Zoomers," born 1995-20126 Each of these eras produced what researchers refer to as "cohort identity" for the individuals of that generation.7 For example, members of the Silent Generation were book-marked between the Great Depression and World War II, while members of Generation X came of age during a resurgent consumer economy and the dawn of the digital age. Having these unique experiences at roughly the same age affects how one generation parents the next, which in turn produces another unique set of individuals with shared experiences.8 The Zoomer generation is smart, technologically savvy, and determined to change the world.9 In court, as in life, judges will be better able to communicate with this newest crop of young adults by understanding what motivates them and how they are different from older participants in the judicial process. Simply placing an entire group of people in a bucket based on a generational stereotype does a disservice to any industry attempting to prepare for or adapt to demographic change.14 Thus, labeling Millennials as lazy and entitled is just as erroneous as assuming every member of Gen Z is an ardent liberal.15 A trial judge should always be wary of such "generational hype. Generation Z has been called "a worried generation," reporting high rates of anxiety, depression, and loneliness.17 From 1991 to 2015, the percentage of youths reporting being "very happy" declined sharply18 We have yet to experience the full aftereffects of the COVID-19 pandemic, in which already isolated young people became even more separated from each other as well as from society as a whole.

Generational differences in the relationship between media exposure and health behaviors during COVID-19 pandemic.

Based on a questionnaire survey (N = 857), this study analyzed generational differences in the public health behaviors of COVID-19 and provided an explanation for generational differences from the perspective of media exposure. There are significant differences in media exposure and health behaviors between the Mesozoic generation (35-55) and the young generation (18-34) during the lull. The Mesozoic generation paid greater attention to information on pandemics. Consequently, their health behaviors surpass that of the young generation. On the basis of social cognitive theory and protection motivation theory, this study develops a mediating model of media exposure on health behaviors, demonstrating that media exposure can influence health behaviors through the mediating effects of perceived severity, self-efficacy, and response efficacy, but not via perceived susceptibility. Moreover, a moderated mediation study found that generation moderates the indirect effect of media exposure on health behaviors via perceived susceptibility. Media exposure influences Mesozoic healthy behaviors positively by decreasing their perceived susceptibility. The implication of this study is that the development of health communication theory must account for generational differences and disease-specific characteristics.

Generational differences in the perception and purchase of Hungarian food products under the impact of the coronavirus

The coronavirus pandemic has also influenced the food consumption habits in our country. Customers have become more aware of their purchases, and the tendency toward online shopping has increased.In this paper, we aim to present the primary results of a follow-up to our previous research. We wanted to find out the extent to which the coronavirus has influenced Hungarian food purchases, with an emphasis on intergenerational inequalities. Our research employed a quantitative approach, including an online survey utilizing a standardised questionnaire yielding 1151 evaluable questions.Our findings imply that in the aftermath of the coronavirus pandemic, people are buying more Hungarian food products in general. Buying domestic food products was primarily motivated by a desire to support the Hungarian economy. During the research period, respondents acquired an emotional attachment to the idea of buying Hungarian food as a means of boosting the Hungarian economy.From a generational perspective, Generation X members were the most likely to appreciate Hungarian food, but our study also reveals that there is a realistic chance of persuading Generation Y and Generation Z to buy Hungarian food through further promotional campaigns.In our opinion, encouraging the purchase of Hungarian food could be achieved through emotional communication initiatives concentrating on good quality and the shopping experience, which would introduce the younger generation to the benefits of local products through a sense of belonging to the community. © 2022 IEEE.

Linking Personality Traits and Most Valued Aspects in a Job to Reduce the Gap between Students´ Expectations and Company Value Propositions

Minimizing the gap between students' expectations and company value propositions is essential to improve the professional development of students, reduce turnover and foster organizational commitment, and so, career advisors have become key players to connect students with potential employers. This is especially relevant in this COVID-19 time when millions of jobs have been destroyed and there is a high level of uncertainty regarding what will happen in the future. Thus, the aim of this research is to investigate the relationship between students' personality traits and their most valued aspects when looking for a job, to gain insights into how to maximize their matching. Data from 225 hospitality undergraduate students were analyzed regarding their personality traits and preferences. Results showed a positive relationship between the latter two, with personality traits shaped by work experience and gender. These insights contribute to extend career advisor tools to guide students toward the company most suitable for them.

A value-oriented psychological contract: Generational differences amidst a global pandemic.

The COVID-19 pandemic has changed the landscape of working conditions world-wide, fast tracking the reality of the digital-driven workplace. Concepts such as remote working, working-from-home and hybrid working models are now considered as the "new normal." Employes are expected to advance, flourish and survive in this digitally connected landscape. Different age and generational groups may experience this new organizational landscape differently and may expect different organizational outcomes in exchange for their inputs. Accordingly, the study investigated differences regarding the value-oriented psychological contract expectations of employes from different generational groups. An ANOVA test for significant mean differences and a post hoc test for multiple comparisons were conducted on a sample of (N = 293) employes in the services industry in Southern Africa (85%) and other European countries (15%). The observed generational cohort differences regarding value-orientated psychological contract expectations for job characteristics and work-life balance could be utilized to develop interventions and strategies to promote retention of employes in the post-pandemic digital-orientated workplace.

Social workers' perspectives of depression in baby boomers born between 1946 and 1955

As the leading-edge baby boomer (L-E boomer) cohort continues to age, demands of mental health services in treating diagnosed depression in this cohort are increasing. Licensed clinical social workers (LCSWs) are the most likely social workers to provide services to L-E boomers diagnosed with depression. LCSWs were the chosen participants for this generic qualitative study to gain knowledge of their perspectives of working with L-E boomers diagnosed with depression. Grounded in generational theory, this study used a generic qualitative approach allowing for nonrestrictive measures for capturing the data. NVIVO assisted in coding the data and identification of common themes, words, and patterns. The five themes which emerged from the results are as follows: (a) obstacles to successful client therapy, (b) emergence of COVID 19, (c) rewarding experiences that derived from working with L-E boomers, (d) the role that the use of drugs and alcohol played with L-E boomers, and (e) cultural aspects of L-E boomers that surfaced during therapy sessions Positive social change was recognized in providing a better understanding of the changes needed to improve services for depression for this cohort as it is an illness commonly found with L-E boomers. This study also addressed a shortage of LCSWs interested in specializing in careers that provide treatment for depression of L-E boomers. A better understanding of some of the misconceptions that prevail in working as a LCSW for this cohort may entice potential LCSWs to choose gerontological social work. This may help meet the demands for mental health services with treatment for depression for L-E boomers. (PsycInfo Database Record (c) 2022 APA, all rights reserved)

The Importance of Sustainability Aspects When Purchasing Online: Comparing Generation X and Generation Z

As research on sustainability orientation across generations is still sparse, we contribute to literature by enriching this research field, focusing on Generation Z (‘Zers’) and X (‘Xers’). Moreover, no other study has analyzed cross-generational differences in the sustainability context by making use of choice experiments, which overcome issues related to (Likert) scale item investigations, and allow respondents to evaluate the trade-off between different purchase factors simultaneously. We thus applied one of the most recent advancements in choice experiments, named Adaptive Choice-Based Conjoint analysis, which appears to be more realistic than previous alternatives. The results indicate Zers consume more sustainably (inter alia higher importance of social labels;higher purchase likelihood) when shopping online;however, differences within each generation were uncovered, especially among Xers (e.g., gender differences regarding importance of price).

Generation and government level differences in public employees' self-directed learning readiness

Training and development professionals need to know to what extent different generations within a multigenerational workforce are ready to self-direct their learning. The purpose of this quantitative comparative study was to examine differences in U.S. government employees' self-directed learning readiness (SDLR) by generation (Baby Boomers born between 1946-1964, Generation X individuals born between 1965-1980, and Generation Y individuals born between 1981-1999) and by government level (local, state, and federal). Malcolm Knowles's definition of SDL provided the foundation for the study. The researcher collected primary data via an online survey from a convenience sample of 226 employees, using Guglielmino's (1978) self-directed learning readiness scale. Three research questions addressed the main and interactive effects of employee generation and government level on SDLR. The results of the two-way ANOVA found no statistically significant main or interactive effects. However, descriptive statistics indicated that the highest levels of SDLR shifted from older employees at the local government level to younger employees at the state level and the youngest employees at the federal level: Baby Boomers in local government (M = 131.18);Generation X in state government (M = 134.75);and Generation Y in federal government (M = 134.48). If confirmed by future research, these descriptive findings suggest the need for differentiated training for self-directed learning. The findings of this study cannot be considered conclusive due to the convenience nature of the sample, data collection during the atypical COVID-19 period, and possible desirability bias in the survey participants' responses. (PsycInfo Database Record (c) 2022 APA, all rights reserved)

DISCUSSION ARTICLE: STRIFE IN THE TIME OF COVID -ROLE OF LEADERS IN BRIDGING GENERATIONAL GAPS

Up to five generations work together in the healthcare workforce today, including Traditionalists, Baby Boomers, Generation Xers, Millennials, and Generation Zers. Miscommunication among the five generations can lead to friction and lower productivity, costing the healthcare industry as much as $213 billion annually. With the COVID-19 pandemic drawing retired doctors back to work, there is the potential for generational flashpoints to occur at a higher frequency. Diversity management has been shown to be positively associated with organizational performance. These management strategies include generational awareness training, thoughtful design of the workplace environment, and mentorship and reverse mentorship programs. Customizable electronic platforms that support omni-channel communication, such as software-as-a-service (SaaS), enterprise social networks, and web meeting platforms, may also play a role in bridging generational gaps at the workplace.

Communication satisfaction in a multigenerational workforce

This research aimed to understand what communication methods leaders use when supervising multigenerational groups of employed U.S. workers best impact their satisfaction levels. Building an efficient multigenerational workforce team is an essential task for leaders in the post-Great Recession era. Methods and modes of communication have advanced and changed over time. The comprehension and satisfaction of understanding these various styles of communication are essential to leading a multigenerational workforce. The participants` included employed male and female adults from 18 and upwards who were both managers and nonmanagers. The study sought to answer the following research question: To what extent does communication satisfaction differ between generation cohorts (traditionalists, baby boomers, Gen X, Gen Y, and Gen Z)? Data were collected by participants answering the Downs-Hazen communication satisfaction questionnaire and demographic questions designed to group them into generational cohorts. The data elicited the communication methods used at the participants' place of employment. The study's findings included no significant communication satisfaction differences among the various communication methods concerning their generational cohort membership. The demographic analysis did provide results that the younger generations' employers utilized more social media and electronic forms of communications. These results can assist leaders in business issues to maintain a cohesive workforce and encourage knowledge transfer. Future research recommends repeating this study when the COVID 19 pandemic ends because the pandemic has significantly modified traditional workplace communication methods. (PsycInfo Database Record (c) 2022 APA, all rights reserved)

KAZAKHSTAN'S EXPERIENCE AND LAW OF EMPLOYMENT AGENCY WORK DURING THE CORONAVIRUS CRISIS

First of all, its feasibility is considered for the so-called transaction industries, which are associated, with information, communications, services industries, for example, for the areas of IT, finance, consulting, education services, procurement, sales, etc. [...]a solution was often the only possible to function in the context of the spread of the coronavirus. [...]according to expert estimates, by the end of April, the number of online workers in Kazakhstan increased six times. [...]the article examines the trends in the labor market, and assesses the possibilities for the further development and spread of online employment. [...]remote work is considered here specifically in conditions of self-isolation - that is, it must be borne in mind that the studied format of employment was a necessary forced measure, and many respondents were not ready for it (including emotionally, as well as due to living conditions).

The Digital Divide and Higher Education Challenge with Emergency Online Learning: Analysis of Tweets in the Wake of the COVID-19 Lockdown

While literature reveals the positive perception of online learning, this study examines the issues caused by the digital divide for students at South African universities during the 2020 academic year. The study reveals the perceptions and experiences of university students from historically marginalised and privileged universities. This research ventures into relatively unexplored territory by examining the digital divide in the wake of the COVID-19 pandemic and radical shift to online learning. Using netnography, 678 tweets were analysed using qualitative content analysis and the concept of "digital divide," "online learning" and "student voice." We argue that digital media in the digital divide suffuses socio-economic relationships between university students and management. The study provides insights into the role of 4IR, the technological, digital inequalities, environmental, situational and institutional barriers/disparities students faced during remote learning and assessment. Results reveal, online learning did not increase the accessibility of university education during the pandemic for students attending marginalised universities. Network coverage, device type, time of day, socio-economic status and digital competence negatively affect synchronous lecture participation and attendance. More inclusive and flexible pedagogy based on a university's resources and student profile is needed to mitigate digital and educational inequalities affecting students from rural and/ low-income households.

Who's more vulnerable? A generational investigation of COVID-19 perceptions' effect on Organisational citizenship Behaviours in the MENA region: job insecurity, burnout and job satisfaction as mediators.

BACKGROUND: This paper is an empirical investigation that examines a path model linking COVID-19 perceptions to organisational citizenship behaviour (OCBs) via three mediators: job insecurity, burnout, and job satisfaction. The research examines the path model invariance spanning Generations X, Y, and Z. Three countries in the Middle East and North Africa (MENA) were the focus of the study. METHODS: The data was collected from a sample of employees in service companies (n = 578). We used a Partial Least Square Structural Equation Modelling (PLS-SEM) to analyse the data. RESULTS: Our findings reveal that COVID-19 perceptions positively predict job insecurity, which positively impacts burnout levels. Burnout negatively predicts job satisfaction. The findings established that job satisfaction positively predicts OCBs. The mediation analysis determined that job insecurity, burnout and job satisfaction convey the indirect effects of COVID-19 perceptions onto OCBs. Finally, our hypothesised model is non-equivalent across Generations X, Y and Z. In that regard, our multi-group analysis revealed that the indirect effects of COVID-19 perceptions on OCBs were only valid amongst younger generations, i.e., Generation Y and Generation Z. Specifically, younger generations are substantially more vulnerable to the indirect effects of COVID-19 perceptions on their engagement in OCBs than Generation X whose job satisfaction blocks the effects of COVID-19 perceptions on OCBs. CONCLUSIONS: The present study extends our knowledge of workplace generational differences in responding to the perceptions of crises or pandemics. It offers evidence that suggests that burnout, job attitudes and organisational outcomes change differently across generations in pandemic times.