faculty of cognitive sciences and human development...faculty of cognitive sciences and human...

$: Faculty of Cognitive Sciences and Human Development...Faculty of Cognitive Sciences and Human Development EXAMI\lING GENERATIONAL DlFFEREl\'CES BETWEEN BABY BOOMER " AND GENERATION$
Faculty of Cognitive Sciences and Human Development

EXAMIlING G ENERATIONAL DlFFERElCES BETWEEN BABY

BOOMER AND GENERATION XS WORK ATTITUDES OF

AUTHENTICITY BALANCE AND CHALLENGE

A CASE STUDY OF LECTURER IN A

MALAYSIAN P BLIe INSTIT T E

OF HIGHER EDUCATION

Farrah oorNajwa Bt Mohamad Alfa sn i

HF 5549 5 J6 Bachelor of Science wllh HonoursF239

(Human Re ourc e Developmeol) 2() II

2011

BORANG PENGESAHAN STATUS TESIS I Gred j1 i

JUDUL EXAMINING GENERATIONAL DIFFERENCES BFTWEEN BABY BOOMERS AND G ENERATION XS WORK ATTITUDES OF AUTIlENTICITY BALANCE AND CHALLENGE A CASE STUDY OF LECTURERS IN A MALAYSIAN PUBLIC INSTlTUlF OF HIGHER EDUCA TlON

SESI PENGAJIAN 2 20102011

Saya FARRAH NOORNAJWA BT MOHAMAD ALFASNI

mengaku membenarkan tesis bull ini disimpan di Pusat Khidmat Maklumat Akademik Universiti Malaysia Sarawak dengan syarat-syarat kegunaan sepeni berikut

I Tesis adalah hakmilik Universiti Malaysia Sarawak 2 Pusat Khidmat Maklumat Akademik Universiti Malaysia Sarawak dibenarkan

membuat salinan untuk tujuan pengajian sahaja 3 Pusat Khidmat Maklumat Akademik Universiti Malaysia Sarawak dibenarkan

membuat pendigitan untuk membangunkan Pangkalan Data Kandun an Tempatan 4 Pusat Khidmat Maklumat Akademik Universiti Malaysia Sarawak dibenarkan

membuat salinan tesis ini sebagai bahan penukaran antara institus i pengajian tinggi

bullbull sila tandakan ( )

o (Mengandungi maklumat yang berdarjah keselamatan atau SULIT

kepentingan sepel1i termaktub di dalam AKTA RAHSIA RASMI 1972)

(Mengandungi maklumat Terhad yang telah ditentukan oleh [] TERHAD organisasibadan di mana penyelidikan dijalankan)

yen c~

(FARioABT ABDUL HALIM)

Alamat Tetap LOT 489 HILIR MASJID KAMPUNG PI NTU GENG 15100 KOTA BHARU KELANTAN

Y--_t--f_01 _Tarikh q1l ~lqX ull Tarikh __ _ 1 _ _

Catalan ~ Tests dimaksudkan sebagat (eSlS bagi IJazah Doktor Fslsltl fh SlUJ3n3 dan SarJana Muda middotJtka teStS ina SUUT atau TERHAD sila lilmprtnn sural da npada pthak berkuasalorgan lsasi berkenaan dengan menyatakan sekali sebab dan lempoh teStS ini perlu dkelaskan sebagl l TERHAD

Statement of O riginality

The work described in this Final Year ProJect entitled Exam ining genera tional diffe rences between Baby Boomers and Generational Xs work

ttitudes of Autlent icity Balance and Cballenge A case study of lecturers in a Malaysi Public I nstitute of Higher Education

is to the best of the authors knowledge that of the author except where due reference is made

(Date subm ined) (Student s signature) Farrah NoorNajwa bt Mohamad Alfsn 20953

PKH10MAT MAKLUMAT AKAOEMIK Pual Khdmal Ma~ Iwo ~ I I~ I UNIHISITI MALAYSI tK

III 1II IIimII 11111 1111 1000224362

EXAMINING GENERATIO AL DlFFERENCES BETWEEN BABY BOOMERS AND GENERATION XS WORK ATTITUDES OF

AUTHENTICITY BALANCE AND CHALLENGE A CASE STUDY OF LECTURERS IN A MALAYSIAN PUBLIC L~STITUTE OF roGHER

EDUCATION

FARRAH NOORNAJW A BT MOHAMAD ALFASN I

This project is submitted in partial fulfilment of the requirements for a Bachelor of Sc ience with Honours (Human Resou rce Development)

Facu lty of Cognitive Sciences and Human Development UNIVERSITI lvlALAYSIA SARAW AK

(2011)

The project entitled Examining generational differences between baby boomers and generation XS work attitudes of authenticity balance and challenge a case of lecturers in a Malaysian Public [nsitute of Higher Education was prepared by Farrah NoorNajwa Bt Mohamad Alfasni and submitted to the Faculty of Cognitive Sciences and Human Development in partial fulfillment of the requirements for a Bachelor of Science with Honours (Human Resource Development)

Received for examination by

(FA

Date

4 5 ~)(T11 -------------- ---~-------- -----------

Gred

11

ACKNOWLEDGEMENT

First of all I am grateful to God for the blessings and grace this project can be completed successfully

J would like to ex press my appreciation to my supportive supervisor Madam Farida bt Abdul Halim on her guidance time advice and constructive critics through out this project

A big ap preciation is also given to a ll the faculties at the University Malaysia Sarawak and Un iversi ti Teknologi Mara Kota Samarahan for giving me permission to conduct a study on the faculty Special thanks given to the Department of Statistics of Sarawak for thei r cooperation and permission in obtaining some information for this project Not fo rgetting the De partment of Human Resources of University Ma laysia Sarawak espec ially to Miss Masni Masri who have been involved and cooperate in the process of co llecting data for sampling I al so would like to say thank you to Encik Moham ad from Universiti Teknologi Mara Kota Samarahan who gave me guidance and sacrificed his precious time when I was at the data collection stage

Great thanks to friends of the many colleagues who helped provide informa tion and guidance to ensure that the project is carried out properl y It is bliss for knowi ng all of you and be part of my life Special appreciation goes to my mentor Encik Abg lzhar a ll lectu rers and staffs of Facul ty of Cogn itive Sciences and Human Development and others who direc tl y and indirectl y ass ist me throughout the preparation and completion of this project Thank you very much

Finally a specia l appreciation and thanks to my loved ones especia lly to my mother and father brothers and sister who giv es me a lot of encouragement and en thusiasm for thi s project Thank you for your prayer love care an d unstoppab le support

For all those involved directly and indirectly in this project thank you aga in and may God Almighty always bless you

iii

~1 Khidmut 1a~lumnt Akacl middot1

SITJ M l IV Mi ltAr

TABLE OF CO TENTS

Acknowledgements Table of Contents List ofTables List of Figures Abstract Abstrak

CHAPTER 1 - INTROD

Page

Ul

VI

viii Xl

xu XUI

CTION

10 Introduclion I ll Background of the study 2 l2 Problem statement 2 13 Research questions 5 14 Obj ectives of the study 5

14 1 General objective 5 14 2 Specific objectives 5

15 Conceptual framework 6 16 Hypothesis 6 17 Definition of tenns 7

17 1 Work attitude 7 17 11 Authenticity 7 1712 Balance 8 1713 Challenge 8

l8 Significance of the study 8 18 1 Theoritical contribution 8 182 Robustness of research methodology 8 l8 3 Practical contribution 9

l9 Limitation of study 10 110 Conclusion 10

CHAPTER 2 - LITERATURE REVIEW

20 Introduction II 21 Context for the study (Empirical study) 12

2 11 Baby Boomers Generation 12 212 Generation Xs 13 213 Employment situasion in Malaysia 14

IV

22

23

24

CHAPTER 3

30 31 32 33

34

35 36 37

38

Review of related theories 221 Generational theories 222 Kaleidoscope career model 223 Generational research

2231 Baby Boomer 2231 Generation X

Generational differences in work attitude 231 Previous research on generational differences

An examination of work values and generational gaps in the hospitality workforce

232 Previous research on generational differences Revisiting generational work va lues for the new millennium 2321 The relationship between age and wo rk values and

work attitude Conclusion

- METHODOLOGY

Introduction Research des ign Population and sample Instrument development 331 Section A 33 2 Section B Validity 341 Reliab ility Actual survey Data collection Data Analysis Technique 371 Descrip tive statistics 372 Inferential statistics

3721 Data Screening 3722 Pearson Correlation Anal ys is 3723 Spearman Correlation 3724 Independent sample T-test 3725 Mann-Whitney U-test

Swnmary

v

15 15 17 18 18 20 21 21

22

23

24

2S 26 27 31 31 32 33 33 34 34 35 3S 35 36 36 36 37 38 38

CHAPTER 4 - FINDINGS

40 Introduction 40 41 Demographic Characteri st ics 41

411 Gender 41 412 Generational Differences 42 413 Highest Education level 43 414 Percentage of time in using computer at work 44

42 Data Screening Test Results 46 43 Reliability Test Results 48 44 Research Question Testing 49

441 Authenticity 49 442 Balance 50 443 Challenge 51

45 Hypotheses Testing Using Mann-Whitney U-test 52 451 Authenticity 52 452 Balance S3

46 Hypothesis Testing Using Independent sample T- test 55 46 1 Challenge 55

47 Summary of the findings in the study 58 48 Conclusion 59

CHAPTER 5 - SUMMARY DISCttSSION IMPLI CATION RECOMMENDATlOl( AND CONCLUSION

50 51 52

53

54

55

APPENDIX

Introducti on 60 Summary of the research 61 Discussions 63 521 Authenticity 63 522 Balance 63 523 Challenge 65 Implications of the study 66 531 Implications to theory 66 532 Implications to Human Resource Practiti oners 66 Recommendations 65 54 1 Human Resource Practitioners 67 542 Future Researchers 69 Conclusion 70

References 71 Appendix 76

Vj

LIST OF TABLES

Table 321

Number of lecturers according to the generational differences

(Universiti Malaysia Sarawak) 28

Table 322

Number oflecturers according to the generational differences

(Universiti Teknologi Mara) 29

Table 332

Likert-Scale 30

Table 3723

Description of PearsonSpearman Correlation Value 37

Table 3725

Classifications of effect s ize value r 38

Table 381

The summary table of types of statistical analysis used to analyzed each variable 39

Table 382

The summary table of types of statistical analysis used to analyzed each

hypothesis 39

Table 411

Distribution of respondents by gender 41

vl

Table 4111

Distribution of respondents by Gender according two different generation 42

Table 412

Distribut ion of respondents by Generational Differences 43

Ta ble 413

Distribution of respondents by their Highest Education Level 43

Table 4131

Distribution of respondents by Generational Differences according to their

Highest Education Level 44

Table 414

Distribution of respondents by Pe(centage of time in using computer at

work according to Generational Differences 45

Table 42

Data Screening test result 46

Table 421

Lists of appropriate test for each variable 47

Table 422


Table 43

Lists of Reliability test result 48

Vlll

49

Result of Spearman Correlation for the Relationship between Baby Boomers

and Generation Xs work amptitude in dimension of Authenticity

Result ofSpeannan Correlation for the Relationship between Baby

Boomers and Generation Xs work attitude in dimension of Balance 50

Result of Pearson Correlation for the Relationship between Baby

Boomers and Generation Xs work attitude in dimension of Challenge 5

Result of Mann-Whitney U-test for the Difference between

Baby Boomers and Generation Xs need for Authenticity 52

Statistics for Authenticity

Result of Mann-Whitney C-test for the Difference between

Baby Boomers and Generation Xs need for Balance 53

Statistics for Balance 54

Result of Independent sample Tmiddottest for the Difference between

IX

Baby Boomers and Generation Xs need for Challenge 5S

Table 4611

Result of Independent sample T -test for Differences between

Baby Boomers and Generation Xs need for challenge 56

Table 471

Summary of findings 58

Table 472

Summary of hypotheses result testing 59

x

6

LIST OF FIGURE

Figure 10

The direct effect relationships between selective demographic factors

towards perceived on their own working attitude

Xl

ABSTRACT

EXAMINING GENERATIONAL DlFFERE CES BETWEEN

BABY BOOMERS Al1D GENERATIO N XS WORK ATTITUDES OF

AUTHE TIClTY BALANCE AND CHALLENGE A CASE OF LECTURERS

IN A MALA YSIAN PUBLIC INSTITuTE OF HIGHER EDUCATION

Farrah NoorNajwa Bt Mohamad Alfasn

This study aims to identify the generational differences betw~cn Baby

Boomers and Generation Xs work attitudes by using the Kaleidoscope Career

Model in the d imensions of au thenticity balance and cha llenge among lec turers in

a Malays ian Public Inst itute of Higher Educat ion A quantitati ve descriptive

research was adopted and used as a tool to co llect the data The in strument used

was the self-administered questionnaire that was adopted from the previous

researchers Prior to the actual data the validated questionnaires were then

distributed to the actu a l respondents which were the lecturers in the entire faculty

in Universiti Malaysia Sarawak and Universiti Teknologi Mara The sample of

this study was 270 To answer the first re search question the researcher used

Pearson and spea rman corre lation The analysis of mann-whitney u-test and

independent samples t-test was perfonning to compare the means of Baby

Boomers and Generation Xs by using the software Statistica l Package for Social

Sciences (SPSS) 170 version A significance difference was found in th e

comparison of Baby Boomers and Generation Xs in perceiving their own needs of

authenticity and ba lance in work attitude But it was that there was no significance

difference in the comparison of Baby Boomers and Generation Xs in perceiving

their own needs of cha llenge in work attitude

xi i

ABSTRAK

MENGENALPASTI PERBEZAAN ANTARA GENERASI BABY BOOMER

DAN GENERASI X BERKAlTAN SIKAP KERJA DARl DIMENSI KEASLlAN

KESEIMBANGAN DAN CABARAN KAJIAN MENGENAI PENSYARAH DI

PUSAT PENGAJIAN TINGGI AWAM DI MALAYSIA

Farrah NoorNajwa Be Mohamad Afasni

Penyelidikan ini berlujuan untuk mengenalpasti perbezaan generasi anara Baby

Boomer dan Gfnerasi X dengan menggunakan Model Kerjaya Kaleidoskop dalam

dimensi keaslian keseimbangan dan cabaran diantara pensyarah di Intilut

Pengajian Tinggi Awam di Malaysia Sebuah kajian deskriptif kuantitatf

diadaptasikan dan digunakan sebagai medium untuk mengumpul data Medium

yang digunakan adalah sel[administered questionnaire yang diodapcosikan dari

pengkaji yang sebelumnya Bag data sebenar soalan kajian kemudian diagihkan

kepada respondent iaitu pensyarah di selunch fakulti di Unversit Malaysia

Sarawak dan Unive rsiti Teknologi Mara Sample kajian ini adalah sebanyak 270

Untuk menjawab soalan kajian yang pertama penyelidik menggunakan Korelasi

Pearson dan Korelasi Spearman Analisis Mann-Whitney U-test dan Independent

Sample T-test digunakan untuk membandingkan sikap kerja dianara Generasi

Baby Boomer dan Generasi X dengan menggunakan Software Statistical Package

Sosial (SPSS) versi 170 Satu perbezaan yang signifikan ditemui pada

perbandingan Generas Baby Boomer dan Generasi X dalam keaslian dan

keseimbangan dalam sikap kerfa Namun tiada perbezaan yang signifikan

dikenalpasti diantara Baby Boomers dan Generasi X dalam cabaran dalam

keperluan sikap kerjo mereka

xiii

CHAJTER 1

I NTRODD CTI ON

10 introd uc tion

This chapter describes the background of the study statement of problem

general and specific objecti ves the conceptual framework used and th e

significance of the study This chapter also gives more detail s about the

limitations and the scope of this stud y for theoretical and contributions The

definitions of terms are al so covered to give clear information and deepen the

understanding of readers in this research

1

11 Background of study

Current career patterns are still influenced by the traditional career model

whi ch limit many women and force them to adapt to thi s model T he result of

such approach is the unequal access of women towards development of their

career when compared to men This has its implicat ions in pers istence o f the

sectora l and occ upational separation

M uch has been written in the popular press about the clash between Baby

Boome rs and members of Generation X For instance Business Week has

featured sto ries such as The reasons why Generat ion X a re unhappy at work

which suggests that Boomer managers do not understand what motivates their

Generation X employees (Erickson 2005) Fortune has reported on how

Generation X feel cannot get ahead because of the grey ceiling created by

Boomers who will not retire (Fisher and Bonamici 2006) Time magazine

fea tured a cover story about Generation X that lamen ted they just wont up

(Grossman L 2005) while illustrating also that the generation gap is not just a

western phenomenon with its story on Chinas me generati on (Simon 2007)

Soc iety for Human Resource Management in the year of 2004 stated that s imilar

reports of how the generation gap between Baby Boomers and Generation X has

caused inc reased workplace conflict

There is a potential difference in the ca reer needs o f Baby Boomers and

Gene rati on X the two generations that dominate todays western wo rkp lace

(S ulli van 1999) It has been suggested that the root of the conflic ts between Baby

Boomers and Generation X is that these two generations differed in th e ir atti tudes

toward s work-non-work balance the desire for challenging work and differences

in the meaning of work (CalJanan and Greenhaus 2008 Hankin 2004) Bahy

Boomers are often viewed as workaholics wh o thrive on increas in g work

chall enge whereby Generation X are seen as placing a high er va lue on balance to

the po int of being perceived as slackers While popular press has devoted

considerable attention to how the interaction of members from these different

2

ge nerations may have important implicati ons for current workplace dynamics and

practices (Zemke et a l 2000)

12 Problem statement

Today the workforce is dominated by two generat ions which are the Baby

Boomers born between 1945 and 1964 and the Generation X born betwee n year

1965 and J979 (Loomis 2000) A third generation is entering the workforce

Genera tion Y or the Internet Generation the eldest of whom just turned 26

For many managing an emerging work force containing re tirin g Roomers

Gene rati on X and newly entering Generation Y wiiJ be a cha llenge About 76

million Americans were born between 1946 and 1964 (Rakoff 200 1) In 2010 the

youngest of Baby Boomers is 27 and the oldest 45 years old By their sheer size

th ese Baby Boomers defined and redefined work for the last quarter of the 20th

century (Joyner 2000) As the oldest Baby Boomers retire it affects the di versity

of the labour force overall econom y certain occupations and indus tri es Th is has

a direct impact on th e economys capacity to produce goods and services

Understanding mOre fully what traits or behaviours seem to be associated with

how each baby boo mers and Generation X perce ives effective leadership will onl y

be beneficial eas ing the trans ition as one group leaves and the othe r re places it

(Miller 2005)

The work characteristics of Baby Boomers and Generation X are different

in many respects and this difference can be ex plained by many factors such as the

differences in li ving environments when the va lues of these ge nerations were

form ed The most consistent finding in th e literature when comparisons of work

charac teristics are made between Generation X and Baby Boomers is that each

ge nerational group exh ibits a different mixture o f lifesty lc values a nd work ethics

T he Baby Boomers tend to work hard and are genera lly loya l to the ir employer In

contrast work values for the Generation X emphasise personal sati sfaction rather

than just working hard

3

Beside the ir work values Shu ( 1998) indicated that Generation X has

broke n the traditi onal Mas low hi erarchy needs rule and cha ll enged indi vidual

development progress Baby Boomers have te nded to fo llow their indi vidual

development progress starting from education ca reer marr iage promoti on and

this has moved the m towards selfmiddot achievement Generation X squeezes the

process together They need self achi evement from their job and bas ic needs at the

same time and they do not want the ir work to impac t negative ly on their quality of

life Baby Boomers have had to work in a ll three phases of a progressive economy

and therefore have had to adapt from be in g predominantly indust rial workers that

is undertaking predominantl y industr ia l work to service workers and now to

know ledge workers On the other hand Generat ion X entered the workforce

around 1985 ass umin g that they commenced employme nt in their late teens and

have onl y ever experi enced a predominan tly service economy with training

prog rams during the ir careers orie nted to deli ver the skills

The big worry here is Erickson (2005) stated that most of Generation X

were unhappy at wo rk beca use of the ir Boomer manage rs do not understand what

motivates their Gene ration X employees Generation X also felt that they cannot

get ahead because of the grey ce il ing c reated by Boomer who will not retire

(Fisher and Bonamici 2006) Em ployers have been unable to determine whether

generational membership directly im pacts career moti vation and caree r decision s

So it is crucial to study the differences of Baby Boomer and Generation Xs work

attitude for Human Resource Person in orde r to understand the ir beha viour and

avo id contli ct in each and every organisat ion

T hi s lack of understanding has presented some c ha llenges for bus iness

leaders to meet the needs o f a multigenerational workforce The re fo re the

problem is that while continued generational di vers ity is obvious in workforce

there is insufficient knowledge ab out di ffe rences in career motivation and work

attitude between the cohorts Addressing this problem may increase organiza tional

leaders generational competence as they fonnulate recruitment and retention

strategies that support generation differences As the previous study was

4

Pusal Khidmal Ma~lum bullbull A bull rmik illll V~K)ITI MALAYS wAK

conducted in western country the result may indicate whether Malaysia hav~

similar situat ion compare to the western country Malaysia is a deve lopi ng

country which may face the sim ilar issues that happen in western co untry Thus

this study shows how th e development of different country may affect the

generational differences of work attitude by using kaleidoscope career model as

the indicator Al so thi s study will indicate whether the existence of generational

differences in Malaysia as similar to previous research that was conducted in

western country

13 Research Questions

I Is there any difference in Baby Boomer and Generati on Xs work a[lilude

2 Do Baby Boomers generation and Generation X differ in the ir needs for

all thenti city balance and challenge

11 Objectives orlhe study

141 General objective

Generally this stud y is done to examine generational differences between

Baby Boomers and Generation X in work attitudes by using Kaleidoscope Career

Model underlying authenticity balance and challenge

142 Specific Objecthcs

I To ident ify the differences between Baby Boomer and Generation Xs

need for authenticity

2 To identify the differences between of Baby Boomer and Generation Xs

need for balance


need for challenge

5

15 Conceptual Framework

Demographic Work Att itudes Gene ration

bull Authef1ti city

bull Balancebull Baby Boomers

bull Challenge bull Ge neration X

Figure 10 The direct effect relatio DshillS between selective

demographic factors towards perceived 00 their ow n working attitu de

This direct effect model illustrates that the demographic facto rs are

assessed in three main sub-dimensi ons All dimensions that have been accepted as

the elements of working attitude are authenticity balance and challenge

Whereby demographic factors are Baby Boomer who was born in 1945 until

1964 and Generati on X who was born in 1965 until 1985 infiuenced the perce ived

of their own working attitude The researcher chose this characteristic as the

conceptual framework as a guideli ne for this study

16 Hypol hesis

Hypotheses for this study are

Ha I There is a difference between Baby Boomers and Generat ion Xs need for

authenticity

Ha2 There is a differcnce between Baby Boomers and Generation Xs need fo r

ba lance

H a3 There is a difference between Baby Boomers and Gene rali on Xs need for

cha llenge

6

I7 Definition of term

17 1 Work Altitude

I7 11 Autheoticity

Accordi ng to Mainiero amp Sullivan (2000) authenticity is the parameter to

measure the work attitude of the workers in identifying the ind ividua ls internal

va lues w hether it is align with his or her external behaviours and the values o f the

employing organizati on Authentic ity is referring to the qua lity of be ing real and

true Accord ing to Bi limoria (2005) women posit that issues of authenti city and

being true to oneself will be paramount in late career Authenticity also can be

defined as the quali ty or condition of be ing trustworthy or genuine For example

the employees who are frustrated in their attempts to express their authenticity

may experience the negative work outcomes such as reduc ing the ir job

satisfacti on and commi tment Some workers choose to pick out later in the ir li ves

to pursue long-forgonen dreams whic h arc their need for authenticity may not be

me t Thus they are making a career transition in order to fi nd more meilni ng in

their lives and re-establish their need in authentic ity

17 12 Balance

Accordi ng to Ma inie ro and Su ll ivan (2009) balance refers to the

individual s strives to reach an equili brium between work and non-work such as

fa mily [riends elderly re latives and persona l interest Most of the orgiln iSiltions

do not offer a cu lture or the resources necessary for workin g women to balance all

o f he r responsibilities (Baruch amp Sulli van 2006) According 10 Bili moria (2005)

wome n pos it that issues o f balance between ca reer and re la ti ona l concerns will

more likely manifest in mid career Balance is a state where things are of eq ua l

we ight or force means in a position where you will stand without fa ll ing to e ither

side or to put someth ing in this pos ition For example to ba lance the workers

need for balance the organizat ion policies need to be created to a llowing for on

7

and ofT ramps for those seeking to devote time to child rea ring and caring lo r

famil y members while still remaining connected to the organization

1 71 3 Challenge

According to Main iero and Sulli van (2009) cha ll enge de fines as the

individual s need fo r stimulating work such as responsi bility and auto nomy as

we ll as career advancement According to Bilimoria (2005) women engaging in

challenging work will be the primary foc us of women in ea rl y career phases

Challenge is sOIIl eth ing needing great menta l or physical effort in orde r to be done

success fully and which therefore tests a pe rsons ability For example by ho lding

th e senior managers responsible for the achievement o f current goals the

organizations are likely can fulfil th e workers need for chall enge

IS Significance of study

181 Theoretical contribu tion

This study contributes to the previous literature on work attitudes of Baby

Boomers and Generation X which most ly co nducted in various western countri es

in the context o f Malays ian employees [t is also contributes to the validi ty of

Kale idoscope Career Mode l in the context o f Malays ian workers as previous

studied done in overseas With the research obtained it hoped th at this research

served a greater purpose to strengthen early theories and mode ls

1 82 Robustness of Research Methodology

This research will conduct a quantitative research to deeper explore into

the generational di ffere nces in work attitudes This study hopes th at the findings

of this study enab le to assist the organ izatio ns in dec ision making s ituation by

im prov in g the unde rstanding of working a ttitude o f Baby Boome rs and

Gene rati on X so that (he confl ic t in o rga nization call be avoided and increas in g

8

-

BORANG PENGESAHAN STATUS TESIS I Gred j1 i

JUDUL EXAMINING GENERATIONAL DIFFERENCES BFTWEEN BABY BOOMERS AND G ENERATION XS WORK ATTITUDES OF AUTIlENTICITY BALANCE AND CHALLENGE A CASE STUDY OF LECTURERS IN A MALAYSIAN PUBLIC INSTlTUlF OF HIGHER EDUCA TlON

SESI PENGAJIAN 2 20102011

Saya FARRAH NOORNAJWA BT MOHAMAD ALFASNI

mengaku membenarkan tesis bull ini disimpan di Pusat Khidmat Maklumat Akademik Universiti Malaysia Sarawak dengan syarat-syarat kegunaan sepeni berikut

I Tesis adalah hakmilik Universiti Malaysia Sarawak 2 Pusat Khidmat Maklumat Akademik Universiti Malaysia Sarawak dibenarkan

membuat salinan untuk tujuan pengajian sahaja 3 Pusat Khidmat Maklumat Akademik Universiti Malaysia Sarawak dibenarkan

membuat pendigitan untuk membangunkan Pangkalan Data Kandun an Tempatan 4 Pusat Khidmat Maklumat Akademik Universiti Malaysia Sarawak dibenarkan

membuat salinan tesis ini sebagai bahan penukaran antara institus i pengajian tinggi

bullbull sila tandakan ( )

o (Mengandungi maklumat yang berdarjah keselamatan atau SULIT

kepentingan sepel1i termaktub di dalam AKTA RAHSIA RASMI 1972)

(Mengandungi maklumat Terhad yang telah ditentukan oleh [] TERHAD organisasibadan di mana penyelidikan dijalankan)

yen c~

(FARioABT ABDUL HALIM)

Alamat Tetap LOT 489 HILIR MASJID KAMPUNG PI NTU GENG 15100 KOTA BHARU KELANTAN

Y--_t--f_01 _Tarikh q1l ~lqX ull Tarikh __ _ 1 _ _

Catalan ~ Tests dimaksudkan sebagat (eSlS bagi IJazah Doktor Fslsltl fh SlUJ3n3 dan SarJana Muda middotJtka teStS ina SUUT atau TERHAD sila lilmprtnn sural da npada pthak berkuasalorgan lsasi berkenaan dengan menyatakan sekali sebab dan lempoh teStS ini perlu dkelaskan sebagl l TERHAD







III 1II IIimII 11111 1111 1000224362



EDUCATION




(2011)



(FA

Date

4 5 ~)(T11 -------------- ---~-------- -----------

Gred

11

ACKNOWLEDGEMENT







iii


SITJ M l IV Mi ltAr

TABLE OF CO TENTS


CHAPTER 1 - INTROD

Page

Ul

VI

viii Xl

xu XUI

CTION










IV

22

23

24

CHAPTER 3

30 31 32 33

34

35 36 37

38







- METHODOLOGY



Swnmary

v

15 15 17 18 18 20 21 21

22

23

24

2S 26 27 31 31 32 33 33 34 34 35 3S 35 36 36 36 37 38 38










50 51 52

53

54

55

APPENDIX



Vj

LIST OF TABLES

Table 321



Table 322



Table 332

Likert-Scale 30

Table 3723


Table 3725


Table 381


Table 382


hypothesis 39

Table 411


vl

Table 4111


Table 412


Ta ble 413


Table 4131



Table 414



Table 42


Table 421


Table 422


Table 43


Vlll

49














IX


Table 4611



Table 471


Table 472


x

6

LIST OF FIGURE

Figure 10



Xl

ABSTRACT
























xi i

ABSTRAK
























xiii

CHAJTER 1

I NTRODD CTI ON

10 introd uc tion







1






























2



















(Miller 2005)










3































4









western country














need for balance


need for challenge

5



bull Authef1ti city












16 Hypol hesis



authenticity


ba lance


cha llenge

6


17 1 Work Altitude

I7 11 Autheoticity














17 12 Balance











7



1 71 3 Challenge























8

-







III 1II IIimII 11111 1111 1000224362



EDUCATION




(2011)



(FA

Date

4 5 ~)(T11 -------------- ---~-------- -----------

Gred

11

ACKNOWLEDGEMENT







iii


SITJ M l IV Mi ltAr

TABLE OF CO TENTS


CHAPTER 1 - INTROD

Page

Ul

VI

viii Xl

xu XUI

CTION










IV

22

23

24

CHAPTER 3

30 31 32 33

34

35 36 37

38







- METHODOLOGY



Swnmary

v

15 15 17 18 18 20 21 21

22

23

24

2S 26 27 31 31 32 33 33 34 34 35 3S 35 36 36 36 37 38 38










50 51 52

53

54

55

APPENDIX



Vj

LIST OF TABLES

Table 321



Table 322



Table 332

Likert-Scale 30

Table 3723


Table 3725


Table 381


Table 382


hypothesis 39

Table 411


vl

Table 4111


Table 412


Ta ble 413


Table 4131



Table 414



Table 42


Table 421


Table 422


Table 43


Vlll

49














IX


Table 4611



Table 471


Table 472


x

6

LIST OF FIGURE

Figure 10



Xl

ABSTRACT
























xi i

ABSTRAK
























xiii

CHAJTER 1

I NTRODD CTI ON

10 introd uc tion







1






























2



















(Miller 2005)










3































4









western country














need for balance


need for challenge

5



bull Authef1ti city












16 Hypol hesis



authenticity


ba lance


cha llenge

6


17 1 Work Altitude

I7 11 Autheoticity














17 12 Balance











7



1 71 3 Challenge























8

-



(FA

Date

4 5 ~)(T11 -------------- ---~-------- -----------

Gred

11

ACKNOWLEDGEMENT







iii


SITJ M l IV Mi ltAr

TABLE OF CO TENTS


CHAPTER 1 - INTROD

Page

Ul

VI

viii Xl

xu XUI

CTION










IV

22

23

24

CHAPTER 3

30 31 32 33

34

35 36 37

38







- METHODOLOGY



Swnmary

v

15 15 17 18 18 20 21 21

22

23

24

2S 26 27 31 31 32 33 33 34 34 35 3S 35 36 36 36 37 38 38










50 51 52

53

54

55

APPENDIX



Vj

LIST OF TABLES

Table 321



Table 322



Table 332

Likert-Scale 30

Table 3723


Table 3725


Table 381


Table 382


hypothesis 39

Table 411


vl

Table 4111


Table 412


Ta ble 413


Table 4131



Table 414



Table 42


Table 421


Table 422


Table 43


Vlll

49














IX


Table 4611



Table 471


Table 472


x

6

LIST OF FIGURE

Figure 10



Xl

ABSTRACT
























xi i

ABSTRAK
























xiii

CHAJTER 1

I NTRODD CTI ON

10 introd uc tion







1






























2



















(Miller 2005)










3































4









western country














need for balance


need for challenge

5



bull Authef1ti city












16 Hypol hesis



authenticity


ba lance


cha llenge

6


17 1 Work Altitude

I7 11 Autheoticity














17 12 Balance











7



1 71 3 Challenge























8

-

ACKNOWLEDGEMENT







iii


SITJ M l IV Mi ltAr

TABLE OF CO TENTS


CHAPTER 1 - INTROD

Page

Ul

VI

viii Xl

xu XUI

CTION










IV

22

23

24

CHAPTER 3

30 31 32 33

34

35 36 37

38







- METHODOLOGY



Swnmary

v

15 15 17 18 18 20 21 21

22

23

24

2S 26 27 31 31 32 33 33 34 34 35 3S 35 36 36 36 37 38 38










50 51 52

53

54

55

APPENDIX



Vj

LIST OF TABLES

Table 321



Table 322



Table 332

Likert-Scale 30

Table 3723


Table 3725


Table 381


Table 382


hypothesis 39

Table 411


vl

Table 4111


Table 412


Ta ble 413


Table 4131



Table 414



Table 42


Table 421


Table 422


Table 43


Vlll

49














IX


Table 4611



Table 471


Table 472


x

6

LIST OF FIGURE

Figure 10



Xl

ABSTRACT
























xi i

ABSTRAK
























xiii

CHAJTER 1

I NTRODD CTI ON

10 introd uc tion







1






























2



















(Miller 2005)










3































4









western country














need for balance


need for challenge

5



bull Authef1ti city












16 Hypol hesis



authenticity


ba lance


cha llenge

6


17 1 Work Altitude

I7 11 Autheoticity














17 12 Balance











7



1 71 3 Challenge























8

-


SITJ M l IV Mi ltAr

TABLE OF CO TENTS


CHAPTER 1 - INTROD

Page

Ul

VI

viii Xl

xu XUI

CTION










IV

22

23

24

CHAPTER 3

30 31 32 33

34

35 36 37

38







- METHODOLOGY



Swnmary

v

15 15 17 18 18 20 21 21

22

23

24

2S 26 27 31 31 32 33 33 34 34 35 3S 35 36 36 36 37 38 38










50 51 52

53

54

55

APPENDIX



Vj

LIST OF TABLES

Table 321



Table 322



Table 332

Likert-Scale 30

Table 3723


Table 3725


Table 381


Table 382


hypothesis 39

Table 411


vl

Table 4111


Table 412


Ta ble 413


Table 4131



Table 414



Table 42


Table 421


Table 422


Table 43


Vlll

49














IX


Table 4611



Table 471


Table 472


x

6

LIST OF FIGURE

Figure 10



Xl

ABSTRACT
























xi i

ABSTRAK
























xiii

CHAJTER 1

I NTRODD CTI ON

10 introd uc tion







1






























2



















(Miller 2005)










3































4









western country














need for balance


need for challenge

5



bull Authef1ti city












16 Hypol hesis



authenticity


ba lance


cha llenge

6


17 1 Work Altitude

I7 11 Autheoticity














17 12 Balance











7



1 71 3 Challenge























8

-

22

23

24

CHAPTER 3

30 31 32 33

34

35 36 37

38







- METHODOLOGY



Swnmary

v

15 15 17 18 18 20 21 21

22

23

24

2S 26 27 31 31 32 33 33 34 34 35 3S 35 36 36 36 37 38 38










50 51 52

53

54

55

APPENDIX



Vj

LIST OF TABLES

Table 321



Table 322



Table 332

Likert-Scale 30

Table 3723


Table 3725


Table 381


Table 382


hypothesis 39

Table 411


vl

Table 4111


Table 412


Ta ble 413


Table 4131



Table 414



Table 42


Table 421


Table 422


Table 43


Vlll

49














IX


Table 4611



Table 471


Table 472


x

6

LIST OF FIGURE

Figure 10



Xl

ABSTRACT
























xi i

ABSTRAK
























xiii

CHAJTER 1

I NTRODD CTI ON

10 introd uc tion







1






























2



















(Miller 2005)










3































4









western country














need for balance


need for challenge

5



bull Authef1ti city












16 Hypol hesis



authenticity


ba lance


cha llenge

6


17 1 Work Altitude

I7 11 Autheoticity














17 12 Balance











7



1 71 3 Challenge























8

-










50 51 52

53

54

55

APPENDIX



Vj

LIST OF TABLES

Table 321



Table 322



Table 332

Likert-Scale 30

Table 3723


Table 3725


Table 381


Table 382


hypothesis 39

Table 411


vl

Table 4111


Table 412


Ta ble 413


Table 4131



Table 414



Table 42


Table 421


Table 422


Table 43


Vlll

49














IX


Table 4611



Table 471


Table 472


x

6

LIST OF FIGURE

Figure 10



Xl

ABSTRACT
























xi i

ABSTRAK
























xiii

CHAJTER 1

I NTRODD CTI ON

10 introd uc tion







1






























2



















(Miller 2005)










3































4









western country














need for balance


need for challenge

5



bull Authef1ti city












16 Hypol hesis



authenticity


ba lance


cha llenge

6


17 1 Work Altitude

I7 11 Autheoticity














17 12 Balance











7



1 71 3 Challenge























8

-

LIST OF TABLES

Table 321



Table 322



Table 332

Likert-Scale 30

Table 3723


Table 3725


Table 381


Table 382


hypothesis 39

Table 411


vl

Table 4111


Table 412


Ta ble 413


Table 4131



Table 414



Table 42


Table 421


Table 422


Table 43


Vlll

49














IX


Table 4611



Table 471


Table 472


x

6

LIST OF FIGURE

Figure 10



Xl

ABSTRACT
























xi i

ABSTRAK
























xiii

CHAJTER 1

I NTRODD CTI ON

10 introd uc tion







1






























2



















(Miller 2005)










3































4









western country














need for balance


need for challenge

5



bull Authef1ti city












16 Hypol hesis



authenticity


ba lance


cha llenge

6


17 1 Work Altitude

I7 11 Autheoticity














17 12 Balance











7



1 71 3 Challenge























8

-

Table 4111


Table 412


Ta ble 413


Table 4131



Table 414



Table 42


Table 421


Table 422


Table 43


Vlll

49














IX


Table 4611



Table 471


Table 472


x

6

LIST OF FIGURE

Figure 10



Xl

ABSTRACT
























xi i

ABSTRAK
























xiii

CHAJTER 1

I NTRODD CTI ON

10 introd uc tion







1






























2



















(Miller 2005)










3































4









western country














need for balance


need for challenge

5



bull Authef1ti city












16 Hypol hesis



authenticity


ba lance


cha llenge

6


17 1 Work Altitude

I7 11 Autheoticity














17 12 Balance











7



1 71 3 Challenge























8

-

49














IX


Table 4611



Table 471


Table 472


x

6

LIST OF FIGURE

Figure 10



Xl

ABSTRACT
























xi i

ABSTRAK
























xiii

CHAJTER 1

I NTRODD CTI ON

10 introd uc tion







1






























2



















(Miller 2005)










3































4









western country














need for balance


need for challenge

5



bull Authef1ti city












16 Hypol hesis



authenticity


ba lance


cha llenge

6


17 1 Work Altitude

I7 11 Autheoticity














17 12 Balance











7



1 71 3 Challenge























8

-


Table 4611



Table 471


Table 472


x

6

LIST OF FIGURE

Figure 10



Xl

ABSTRACT
























xi i

ABSTRAK
























xiii

CHAJTER 1

I NTRODD CTI ON

10 introd uc tion







1






























2



















(Miller 2005)










3































4









western country














need for balance


need for challenge

5



bull Authef1ti city












16 Hypol hesis



authenticity


ba lance


cha llenge

6


17 1 Work Altitude

I7 11 Autheoticity














17 12 Balance











7



1 71 3 Challenge























8

-

6

LIST OF FIGURE

Figure 10



Xl

ABSTRACT
























xi i

ABSTRAK
























xiii

CHAJTER 1

I NTRODD CTI ON

10 introd uc tion







1






























2



















(Miller 2005)










3































4









western country














need for balance


need for challenge

5



bull Authef1ti city












16 Hypol hesis



authenticity


ba lance


cha llenge

6


17 1 Work Altitude

I7 11 Autheoticity














17 12 Balance











7



1 71 3 Challenge























8

-

ABSTRACT
























xi i

ABSTRAK
























xiii

CHAJTER 1

I NTRODD CTI ON

10 introd uc tion







1






























2



















(Miller 2005)










3































4









western country














need for balance


need for challenge

5



bull Authef1ti city












16 Hypol hesis



authenticity


ba lance


cha llenge

6


17 1 Work Altitude

I7 11 Autheoticity














17 12 Balance











7



1 71 3 Challenge























8

-

ABSTRAK
























xiii

CHAJTER 1

I NTRODD CTI ON

10 introd uc tion







1






























2



















(Miller 2005)










3































4









western country














need for balance


need for challenge

5



bull Authef1ti city












16 Hypol hesis



authenticity


ba lance


cha llenge

6


17 1 Work Altitude

I7 11 Autheoticity














17 12 Balance











7



1 71 3 Challenge























8

-

CHAJTER 1

I NTRODD CTI ON

10 introd uc tion







1






























2



















(Miller 2005)










3































4









western country














need for balance


need for challenge

5



bull Authef1ti city












16 Hypol hesis



authenticity


ba lance


cha llenge

6


17 1 Work Altitude

I7 11 Autheoticity














17 12 Balance











7



1 71 3 Challenge























8

-






























2



















(Miller 2005)










3































4









western country














need for balance


need for challenge

5



bull Authef1ti city












16 Hypol hesis



authenticity


ba lance


cha llenge

6


17 1 Work Altitude

I7 11 Autheoticity














17 12 Balance











7



1 71 3 Challenge























8

-



















(Miller 2005)










3































4









western country














need for balance


need for challenge

5



bull Authef1ti city












16 Hypol hesis



authenticity


ba lance


cha llenge

6


17 1 Work Altitude

I7 11 Autheoticity














17 12 Balance











7



1 71 3 Challenge























8

-































4









western country














need for balance


need for challenge

5



bull Authef1ti city












16 Hypol hesis



authenticity


ba lance


cha llenge

6


17 1 Work Altitude

I7 11 Autheoticity














17 12 Balance











7



1 71 3 Challenge























8

-









western country














need for balance


need for challenge

5



bull Authef1ti city












16 Hypol hesis



authenticity


ba lance


cha llenge

6


17 1 Work Altitude

I7 11 Autheoticity














17 12 Balance











7



1 71 3 Challenge























8

-



bull Authef1ti city












16 Hypol hesis



authenticity


ba lance


cha llenge

6


17 1 Work Altitude

I7 11 Autheoticity














17 12 Balance











7



1 71 3 Challenge























8

-


17 1 Work Altitude

I7 11 Autheoticity














17 12 Balance











7



1 71 3 Challenge























8

-



1 71 3 Challenge























8

-

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