Hypothesis Testing Management Research Design
Mgt 207, Dr. Hal Lazarus
April 21, 2009
Dr. Alan Ettinger
Sunny Chen
Jane Prokopowicz
Sig Stefansson
Helena Willis
Table of Contents
a. Introduction ………………………………………………….Page 3
b. Operational Definitions………………………………………Page 6
c. Methodology…………………………………………………..Page 7
d/e. Sample………………………………………………………..Page 8
f/h. Findings/Impressions/Limitations…………………………..Page 9
g. Policy recommendations………………………………………Page 14
I. Assumptions/Opportunities……………………………………Page 16
j. Additional Related Research………………………………….Page 17
k. Annotated Bibliography………………………………………Page 19
Hypothesis
"Older versus Younger generations report different professional needs and preferences in the work place."
Introduction:
A popular notion in modern day American culture is that of generational differences in attitudes. This concept, popularized predominantly in the lay literature and less so from evidenced-based studies, suggests that attitudes toward life, product and service predilections and work are differentiated by the years in which an individual was born. According to this generational theory, individuals and their associated attitudes can be conveniently divided into four main categories. The name “The Matures” or “The Silent Generation” popularized by marketing researchers The Yankelovich Partners (Smith JW, Clurman AS.,2008) Comprise individuals born before 1946. The popular term Baby Boomers represents the next generation, typically covering persons born after WWII in 1946 until approximately 1964. (Jones LY., 2008) Generation X is said to represent Americans who were born between 1965 and 1980 (Coupland D., 1992.). Recently, yet another category “The Millenials” has been popularized as a distinct group for individuals born between 1981 and 1999. (Howe N, Strauss W., 2000.)
A rationale for theorizing clearly demarcated differences among the generations relates to the idea...