INTERGENERATIONAL DIFFERENCES IN VALUES, WORK PREFERENCE, AND WORK MOTIVATION AMONG THE MIZO C. Lalramthara DEPARTMENT OF PSYCHOLOGY Submitted in partial fulfilment of the Degree of Master of Philosophy in Psychology of Mizoram University, Aizawl 1 MIZORAM UNIVERSITY DEPARTMENT OF PSYCHOLOGY MIZORAM: AIZAWL 796004 CERTIFICATE This is to certify that the present research work titled, “Intergenerational Differences in Values, Work Preferences, and Work Motivation among the Mizo” is the original research work carried out by Mr. C. Lalramthara under my supervision. The work done is being submitted for the award of the degree of Master of Philosophy in Psychology of Mizoram University. This is to further certify that the research conducted by Mr. C. Lalramthara has not been submitted in support of an application to this or any other University or an Institute of Learning. (Prof H.K. LALDINPUII FENTE) Supervisor 2 MIZORAM UNIVERSITY AIZAWL: 796004 January, 2020 DECLARATION I, C. Lalramthara, hereby declare that the dissertation entitled, “Intergenerational Differences in Values, Work Preferences, and Work Motivation among the Mizo” is the record of work done by me, that the contents of this dissertation did not form basis of the award of any previous degree to me or to do the best of my knowledge to anybody else, and that the dissertation has not been submitted by me for any research degree in any other University or Institute. This is being submitted to the Mizoram University for the degree of Master of Philosophy in Psychology. (C. LALRAMTHARA) (Prof. H.K. LALDINPUII FENTE) (Prof. H.K. LALDINPUII FENTE) Head, Supervisor Department of Psychology 3 ACKNOWLEDGEMENT I would like to express my deep gratitude to Prof. H.K Laldinpuii Fente, my supervisor, for her patient guidance, enthusiastic encouragement and constructive critiques of this research work. Her willingness to give her time so generously has been very much appreciated. I would like to thank God, for giving me the strength and health throughout the whole period of this research. And to my parents, C. Lalsiamthanga and C. Zothangpuii, and my brothers, who have supported me and encourage me in every step, reminds me of how blessed I am. To my fellow M.Phil research scholars, all the faculty and staff of the Department of Psychology, Mizoram University, thank you for your help and support. To my friends, thank you all for your advice and help in times of need. And finally, to all the participants for giving me their precious time and patience to my data collection. Bless you. (C. LALRAMTHARA) Aizawl: The 31ST January,2020 4 TABLE OF CONTENTS Page Numbers List of Tables List of Appendices Chapter I – Introduction 1 – 28 Chapter II - Statement of the Problem 29 – 39 Chapter III - Methods and Procedure 40 – 45 Chapter IV - Results and Discussion 46 – 92 Chapter V - Summary and Conclusions 93 – 103 References 104 – 116 Appendices 117 - 129 5 LISTS OF TABLES Table 1.1.a Item-total coefficients of correlation, Mean, Standard error, Standard deviation, Skewness, Kurtosis, and Cronbach’s Alphas of the Portrait Value Questionnaire of Generation X Table 1.1.b Item-total coefficients of correlation, Mean, Standard error, Standard deviation, Skewness, Kurtosis, and Cronbach’s Alphas of the Portrait Value Questionnaire of Millennials Table 1.1.c Item-total coefficients of correlation, Mean, Standard error, Standard deviation, Skewness, Kurtosis, and Cronbach’s Alphas of the Portrait Value Questionnaire of Generation Z Table 1.1.d Interscale relationships of Portrait Value Questionnaire of Generation X Table 1.1.e Interscale relationships of Portrait Value Questionnaire of Millennials Table 1.1.f Interscale relationships of Portrait Value Questionnaire of Generation Z Table 1.1.g Interscale relationships, Item total correlation, Mean, Standard error, Standard deviation, Skewness, Kurtosis and Cronbach’s Alphas of the Higher Order of Values (PVQ). Table 1.2 Item total correlation, Cronbach’s Alphas, Mean, Standard error, Standard deviation, Skewness, and Kurtosis of the Work Preference Inventory of the three generations (Generation X, Millennials, Generation Y. Table 1.3 Item total correlation, Cronbach’s Alphas, Mean, Standard error, Standard Deviation, Skewness, and Kurtosis of the Multidimensional Work Motivation Scale of the three generations (Generation X, Millennials, Generation Y). Table 2.1 Item Mean, Mean and ranking of Higher Order of Values of the Portrait Value Questionnaire. Table 2.2 Item Mean, mean and ranking of Work Preference Inventory. Table 2.3 Item Mean and ranking of Multidimensional Work Motivation Scale. Table 3.1 Descriptive statistics, Levene’s Statistic, ANOVA and Post hoc Test of the three generation on Higher Order Values of Portrait Value Questionnaire. Table 3.2 Descriptive statistics, Levene’s Statistic, ANOVA and Post hoc Test of the three generation on Work Motivation Scale Table 3.3 Descriptive statistics, Levene’s Statistic, ANOVA and Post hoc Test of the three generation on Multidimensional Work Motivation Scale 6 Table 4.1 Relationship between Higher Order of Values of Portrait Value Questionnaire, Work Preference Inventory and Multidimensional Work Motivation Scale of Generation X. Table 4.2 Relationship between Higher Order of Values of Portrait Value Questionnaire, Work Preference Inventory and Multidimensional Work Motivation Scale of Millennials. Table 4.3 Relationship between Higher Order of Values of Portrait Value Questionnaire, Work Preference Inventory and Multidimensional Work Motivation Scale of Generation Z Table 5 Percentage of Distribution of the participants on the demographic variables Table 6.1 Descriptive statistics, Levene’s Statistic, ANOVA and Post hoc Test of Traditionally and Globally Oriented Millennial on Higher Order of Values Table 6.2 Descriptive statistics, Levene’s Statistic, ANOVA and Post hoc Test of Traditionally and Globally Oriented Millennial on Work Preference Inventory Table 6.3 Descriptive statistics, Levene’s Statistic, ANOVA and Post hoc Test of Traditionally and Globally Oriented Millennial on Multidimensional Work Motivation Scale Table 7.1.a to 7.1.e Kruskal Wallis test of the four groups: Gen X, Globally Oriented Millennials, Traditionally Oriented Millennials and, Gen Z on Portrait Value Questionnaire Table 7.2.a to 7.2.c Kruskal Wallis test of the four groups: Gen X, Globally Oriented Millennials, Traditionally Oriented Millennials and, Gen Z on Work Preference Inventory Table 7.3.a to 7.3.f Kruskal Wallis test of the four groups: Gen X, Globally Oriented Millennials, Traditionally Oriented Millennials and, Gen Z on Multidimensional Work Motivation Scale 7 LIST OF APPENDICES Appendix I: Demographic Profile Sheet Appendix II: Portrait Value Questionnaire (PVQ – RR) Appendix III: Work Preference Inventory (WPI) Appendix IV: Multidimensional Work Motivation Scale 8 Chapter-I INTRODUCTION 9 With any discussion on the different generations and their characteristics, an important first step to take is to define the term 'generation'. A generation refers to a cohort of people who are born during the same period of time, who share a comparable age and life stage, and more importantly share similar experiences of some major external events during their formative or coming-of-age years i.e., late adolescent and early adulthood years, which is about 15 to 25 years (McCrindle, 2010; Meredith and Schewe, 1994; Ryder, 1965). External events, such as a shift in the structure of economic and political systems, technological development, war, and social revolutions, experienced during the formative years are found to define cohort values, attitudes, and preferences and these are further found to remain relatively stable throughout their lives regardless of life cycle stages (Ryder, 1965; Inglehart, 1997; Strauss & Howe, 1991). Hence, these historical and societal events, collectively experienced, have created homogeneity in values, beliefs, outlooks, and lifestyles which distinguish one generation cohort from another (Rogler, 2002). Mannheim (1952) also held that a salient social category will not emerge as a generation unless there are some historical events which that age group experienced differently from other generations during formative years. Indeed, these conditions are necessary for a generation to form as a salient cohort because social events have differing impacts on individuals at different ages creating age-related social bonds (Laufer & Bengtson, 1974; Mead, 1978). The notion of cohort rests on the assumption that individuals were influenced and shaped by events occurring during their formative years (Noble and Schewe, 2003). Individuals who aged similarly have similar memories which are recalled predominantly from adolescence and young adulthood (Schuman and Scoot, 1989). According to Strauss and Howe (1991), a cohort's values and attitudes are formed and conditioned by their attachment to the external events which they experienced during their formative years, and these values have a crucial effect on their lifestyles and tend to remain stable over time. According to Meredith and Schewe (2004), there are some key requirements for cohorts to form. Major contributing factors are mass communication capabilities, social consequences, and literacy. For the impact of a defining moment to affect a society, that event must be conveyed to them. Furthermore, when events are conveyed by word-of-mouth, they tend to have less credibility and less of an impact than if conveyed by newspaper, radio, or television.