Смена поколений как фактор долгосрочной циклической динамики в экономике
Conceptual workings of sociologists and historians on the issues of generation and intergenerational transmission of cultural patterns are summed up in the article. The following issues are considered: socio-cultural context of the emegence of the concept "generation" in its modern meanings and the main landmarks in the history of "generation problem" research; semantic structure of the notion in its empirical use and in various perspectives of stating the problem by researchers in the West and in Russia; the issue of generation and the generation gap in Russia's society and first of all in the Soviet and post-Soviet societies as a historically established mechanism of self-determination through ostentatious distancing from the generalized partner and symbolic lowering the importance of innovative action. A particularistic construction "fathers and sons" historically established and fixed by the authority of literature classics hampers the possibilities of systematic rationalization and therefore institutionalization of the meanings of social and cultural changes.
Generational shifts and accompanying changes in workplace culture is an integral part of life as older people retire and younger people join the workforce. This “generational turnover” can often lead to intergenerational conflicts if the hopes, expectations and social attitudes of different generations in the workplace vary widely and if they are not properly synchronized with the goals and values of their companies. In this regard, while several studies have been conducted in Western countries on the intergenerational dynamics at the workplace, in order to formulate appropriate policies and measures that better utilize the potential of young generations, empirical research on intergenerational interpersonal relationships in the workplace in non-Western contexts, particularly comparative research, is insufficient. This is especially the case with China and, to a lesser extent, Russia. Purpose. In this article, the result of a study on intergenerational differences in decoding workplace interactions involving different age groups is presented. Study design. 146 respondents from Russia and China, from younger and older generations took part in the research. The study used experimental research methods, combining visual materials and an open questionnaire to collect data. Findings. The study revealed significant differences in the terms of how different generational cohorts perceive intergenerational interaction at the workplace, and how cultural influences should be taken into account when evaluating such interactions. Value of the results. The study also shows that younger generations exhibit shared characteristics, regardless of country of origin.