Date of Conferral

2023

Degree

Doctor of Business Administration (D.B.A.)

School

Management

Advisor

James Glenn

Abstract

Recent research has pointed out a critical problem of high rates of youth and young adults who are neither in school nor in the workforce. It is important for human resource managers to understand how to keep young adults engaged and gainfully employed to maximize economic output and maintain a stable social order. Grounded in the theories of frictional unemployment and the generational theory, the purpose of this quantitative ex post facto study was to examine the relationship between gender, different generational ages, and unemployment rates, to determine how to maximize youth employment and balance the workforce across genders and generational differences. Secondary data from the Bureau of Labor (BLS) was used to conduct the study using 1,476 data points over ten years to examine gender and generational differences. The results of the multiple linear regression indicated that the full model of 5 independent variables was significant in explaining the differences in gender, generational differences and their impact on unemployment, F (3, 1472) = 661.65, p < .001. Five of the predictor variables, gender (male/female) and generational differences (Generation Z, Millenials and generation X) made a statistically significant contribution to the model. The findings and recommendations from this study may potentially help human resource managers in organizations to attain a balanced workforce across gender and the different generational groups. The implications for positive social change include the creation of more productive and pleasant corporate culture, successful retention of generation Z and X, and higher employment in the communities in which companies operate thus providing higher tax receipts for those communities and the Federal government.

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