In the past, a generation covered a larger span of time, having more members. However, today, thanks to the developments in technology and many other factors generations change frequently having less members and covering a few years. What matters now is the workforce itself and how these different generations work together. The current workforce has 3 generations working together while waiting for the fourth one. Soon, it is inevitable that 5 or 6 generations will be working at the same workplace. As a result, it is crucial to understand the type of leadership a generation prefers in business and academic life. The aim of this study was to find out how leadership style choice differs among four generations (Baby Boomers, Generations X, Generation Y, and Generation Z) of academics and prospective academics in Turkey. In the study, 265 participants from different generation rated the leadership attributes that contribute or impede effective leadership. The Global Leadership and Organizational Behavior Effectiveness (GLOBE) Project research survey by House et al. (2004) was used to find out the leadership style choice of different generations. The statistical relationships were determined between the generation variable and the 16 primary leadership subscales through MANOVAs and ANOVAs. The results of the tests showed that significant differences exist among the four different generations in 3 of the 16 leadership subscales. These subscales are Charismatic 3: Self-sacrifice, Conflict-inducer, and Face saver.

Abstract This article analyzes the construction of the professional identity of female managers who are baby boomers, generation Xers and millennials. The research adopted a qualitative and analytical descriptive approach, interviewing 32 women working in different sectors of the economy in the city of Belo Horizonte, Brazil. The group interviewed was chosen and divided by generations counting on 06 baby boomers, 11 generation Xers, and 15 Millennials. The data were analyzed considering the dimensions proposed by Hill (1993) when discussing the process of becoming a manager: learning what it means to be a manager; developing interpersonal judgements; gaining self-knowledge; coping with stress and emotions; and managing transformations. The study identified that although the generations have different characteristics (such as way of thinking, acting, and seeing the world), they have little influence in the process of building professional identity of the female managers.

The data that support the findings of this study are derived from the 26th wave of the Korean Labor and Income Panel Study (KLIPS), which is publicly available at https://www.kli.re.kr/klips.

The sample group was generation X, which includes individuals aged between 38 and 53, with experience in using online payments in Thailand.
400 samples were collected to prevent errors. The questionnaire survey was carried out between January and April 2023. The utilized questionnaire was formulated to collect data regarding four key areas: 1. the skills level of financial literacy. 2. the opinion level of the perceived risk. 3. the acceptance level of using cashless. 4. the acceptance level of using cryptocurrency in online payment.