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UNIRAZAK Library Pustaka
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| Abstract : UNIRAZAK Library |
| This study explores the role of generational cohorts Baby Boomers, Generation X, Millennials, and Generation Z in shaping effective succession planning within organizations. As the modern workforce becomes increasingly diverse in age, organizations face the challenge of developing succession strategies that cater to the distinct values, career expectations, and leadership styles of each generation. This research focuses on how these differences impact leadership transitions, knowledge retention, and organizational continuity, with an emphasis on the moderating effect of generational characteristics. Employing a mixed-methods research design, this study gathers quantitative data through structured surveys and qualitative insights from in-depth interviews across different generational cohorts. Key variables include job satisfaction, retention strategies, knowledge transfer mechanisms, and leadership development pathways. Additionally, the study integrates socioemotional wealth and knowledge management theories to explore the complex dynamics within family-run businesses, where non-financial factors such as family legacy and emotional attachment often play a significant role in succession decisions. The findings are expected to reveal that while older generations prioritize long-term loyalty and hierarchical stability, younger generations are driven by opportunities for rapid advancement, work-life integration, and purpose-driven leadership. By understanding these generational differences, organizations can better design succession plans that ensure leadership readiness and continuity while fostering engagement across all age groups. |
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