Key factors for successfully managing multigenerational teams at University Hospital – Burgas
Medical Review (Med. pregled), 2025, 61(3), 34-42.
E. Petrova-Geretto1, E. Naseva1, B. Mirazchiyski2
1 Faculty of Public Health “Prof. Tsekomir Vodenicharov, MD, DSc”, Medical University – Sofia
2 Medical Faculty, Medical University “Asen Zlatarov” – Burgas
Abstract. The impact of globalization, technological advancements, and demographic changes have intensified the challenge of managing generational differences in the workplace. Today’s workforce comprises four generations, each with distinct values, behaviors, work motivation, attitude toward managers, and perspectives on technology, organizational change, and work itself. This generational diversity can either drive conflicts or foster an environment for learning, productivity, and innovation. Our study underscores the importance of personnel attitudes toward their work environment, suggesting that effective generational management can turn age diversity into an asset rather than a threat.
Objective: This study examines the views of different generations on work environment management at the Burgas University Hospital. Building on previous research, the same questionnaire was used, now categorizing respondents by age, with additional analysis by position, gender, and age.
Methods: A survey of 27 questions, covering work and psychosocial environment, team dynamics, and generational management, was conducted among 256 respondents in Burgas. Statistical analysis (Chi-square and Fisher’s exact test) was used to evaluate significance (p<0.05).
Results: The study reveals differences in perspectives among various demographic groups, highlighting the critical role of tailored management approaches for a multigenerational workforce.
Key words: human resource management, conflicts, management, generations, generation X, generation Y, generation Z
Address for correspondence: Asst. Prof. Elisaveta Petrova-Geretto, PhD, e-mail: