This provocation challenges the use of generational categories as a valid and useful basis for the development of human resource management (HRM) research and practice. We present two provocations. First, that a focus solely on year of birth as a driver of attitudes, values and behaviours is wholly inadequate. Second, we go beyond existing empirical challenges to argue that any approach to the study of generations that focuses solely on generational categories should be abandoned. We consider the theoretical basis for generations, together with specific examples from empirical studies to show how the current reliance on largely unsubstantiated categories leaves even longitudinal studies unable to make an effective contribution to this field. We draw on cross-disciplinary insights to consider the implications for academic research and for HRM practice, showing how the current approach limits the usefulness of findings and suggesting a potential way forward.

中文翻译：

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代际类别：人力资源管理研究和实践的破碎基础

这种挑衅对使用代际分类作为人力资源管理 (HRM) 研究和实践发展的有效和有用基础提出了挑战。我们提出两个挑衅。首先，仅仅将出生年份作为态度、价值观和行为的驱动因素是完全不够的。其次，我们超越现有的实证挑战，认为应该放弃任何只关注世代类别的世代研究方法。我们考虑几代人的理论基础，结合实证研究中的具体例子，说明目前对很大程度上未经证实的类别的依赖是如何使纵向研究也无法对该领域做出有效贡献的。