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Media Multitasking Usage by Generations X, Y, and Z During Covid-19: Predictions for Integrating generation Alpha into the Workplace.
... When reviewing the literature related to the topic of generations in the labor market, several basic groups of characteristics can be distinguished. Most often, generational cohorts are defined by the professed system of values, their attitude towards work, the level of professional satisfaction, and expectations regarding career development [7,9,11,14,27,[40][41][42][43]. Therefore, in the course of the research work, such a division of features characterizing employees of the "silver" generation was adopted. ...
The demographic low, and thus the inevitable aging of the populations of economically developed countries, makes it necessary to extend the working life of citizens. Therefore, an increasing percentage of workers are representatives of the so-called "silver" generation, i.e., people over 50 years of age. The main objective of the study is to characterize the system of values, attitudes to work, and related expectations of professionally active women and men over 50 years of age and to determine whether, and if so, how the hierarchy of values, attitudes to work, and job satisfaction affect the further development of their professional careers. In order to achieve such a goal, a CAVI survey was conducted on a sample of n = 600 respondents. The statistical significance of the differences between the groups was tested with the Mann-Whitney U test. To verify the main hypothesis, ordinal logistic regression models were built. The results of the study were supplemented with elements of descriptive statistics. In the course of the research work, it was confirmed that there are significant differences between the studied men and women in the assessment of traits concerning their value hierarchy, attitudes towards work, and career prospects. Traits such as value hierarchy and attitudes toward work have a significant impact on the career development of both women and men of the "silver" generation, while job satisfaction shows a significant impact on career development only for women.
... They can function in parallel in the real and virtual world and smoothly transition from one to the other (in their opinion, both worlds complement each other). Access to applications, all kinds of data, communication with others from any place and at any time is not a problem for them (Santy et al., 2020;Zvereva and Chvorova, 2020). Most representatives of the "Z" generation cannot imagine their life without new technologies, the Internet to which they are connected 24 hours a day, 7 days a week. ...
Purpose: The main objective of the study is to identify the expectations of young people towards their future jobs and their career development after the SARS-CoV-2 pandemic outbreak in Poland. Design/Methodology/Approach: The main study method was the survey method. The sub-jects were individuals born after 1990 (representatives of Generation Y) in full-time and part-time graduate and undergraduate programmes of the biggest private and state univer-sities of technology and humanities in the Lublin region. The study was anonymous and encompassed a sample of 140 students. The surveys were conducted in the third quarter of 2020, after the SARS-CoV-2 pandemic outbreak. Findings: The respondents would like their future, post-pandemic jobs to be interesting and consistent with their interests and competencies. A job must entail a decent salary that will allow them to live a prosperous life and pursue their hobbies. Good workplace atmosphere and a possibility of work-life balance are more important than promotions and classic ca-reer. Many students see opening their own business and self-employment to those ends. Practical Implications: The study results seem to be particularly important in the context of choosing an optimum method for managing young, qualified employees, such as (most like-ly) the future university graduates who are about to enter the new, reshaped labour market. Defining their expectations towards future jobs will allow employers to make sustainable, optimum and effective use of the potential of this unique generation. Originality/Value: The study was conducted right after the outbreak of the SARS-Cov-2 pandemic, which significantly remodelled the modern economy and labour market in Po-land, and thus had a significant impact on the way young people perceive their future work.
Objectives: This study aims to investigate the impact of mergers and acquisitions related events on the shareholders' wealth in Telecom sector of Pakistan. Statistical analysis: Event study methodology has been used to achieve this objective, in which, the short term and long term performance of firms are measured. For short term performance, Abnormal Returns (AR) and Cumulative Abnormal Returns (CAR) are measured while to determine long term performance , Buy-and-Hold Abnormal Returns (BHAR) are measured. Findings: The results revealed that the occurrence of these events has negatively affected the shareholders' wealth and the financial market did not respond to these events in the telecom sector of Pakistan. Application: The study suggests that the telecom sector should choose different strategies to gain market share, to increase revenues, to gain a competitive edge and to diversify risk.
The 2011 Mergers and Acquisitions wave in the Nigerian banking industry was triggered by the Central Bank Nigeria (CBN) in tackling operational challenges, such as poor governance, risk management, inefficient operations among others. This study investigates the comparative effects of Mergers and Acquisitions (M&As) on employee productivity in selected Nigerian banks. Many previous studies on bank M&A in Nigeria have mainly focused on post M&A profitability of the Banks, neglecting the human elements perspectives of such strategies. As a result of the observed dearth of employee productivity studies, this study aims to close this gap by examining whether or not there are differences in employee productivity pre-merger (2008 to 2010) and post-merger (2012 to 2014) of banks that pursued the M&A strategy in 2011, in response to CBN's capitalization and operational requirements. Data were extracted from the banks' annual reports and analyzed using Paired t statistic using SPSS software and Trend Analysis to measure changes in employee productivity levels pre and post-M&As. The findings of the study show an increase in employee productivity post-merger with respect to the studied parameters, namely, Advances Per Employee and Deposits Per Employee. The study thus, concludes that M&A positively impacted employee productivity in the Nigerian Banking Industry. It is recommended that financial institutions should consider the inherent implications of M&A strategy for the performance of the human elements of the entities involved, as employee productivity partly translates to overall performance of the organization.
Following the changing media content consumptions patterns of today’s youth – rise of social media as a primary news source; mobile internet access; binge watching; transfer onto content streaming services etc. – it is not hard to predict the death of television as a news source in foreseeable future. In this paper we combine audience behavior research of viewing habits of Generations Y and Z with content analysis of the among them most popular news podcasts from the use and gratification perspective. The intention of our research is to explore the future of both television as a medium and television news as a media format and to do so we extrapolate statistical data provided by both research methods to define new format and broadcast (in the broadest sense) standards that are attractive and engaging to our target population: the television news consumers of the future.
The Z generation, composed of individuals born in 1990’s who are fast learners intertwined with technology, draws our attention to their aptitude to adjust to the new knowledge and pace of time. They grow in the consumer society and their inner worlds considerably differ from the members of other generations. Many members of this generation will graduate and start working in a few years. They have expectations and ways of learning that are different from the other generations and they will transform the companies and change the dynamics of the working life because they have a very good command of digital processes. The goal and objective of this scholastic research is to resolve the characteristics of Z generation who are born after 1995 – 2000s and put forward management and business strategies for the corporations, institutions and firms when they are employing or working with members of this generation.
Background:
Low job satisfaction, severe burnout and high turnover intention are found to be prevalent among the primary care providers (PCPs) in township health centers (THCs), but their associations have received scant attention in the literature. In light of this, this study aims to examine the relationships between job satisfaction, burnout and turnover intention, and explore the predictors of turnover intention with a view to retaining PCPs in rural China.
Methods:
Using the multistage cluster sampling method, a cross-sectional survey was conducted in Shandong Province, China. 1148 PCPs from 47 THCs participated in this study. Job satisfaction, burnout and turnover intention were measured with a multifaceted instrument developed based on the existing literature, the Maslach Burnout Inventory and the participants' responses to a Likert item drawn from the literature, respectively. The relationships of the three factors were examined using Pearson correlation and structural equation modeling, while the predictors of turnover intention were investigated using multivariate logistic regression.
Results:
The subscale that the PCPs were most dissatisfied with was job rewards (95.12%), followed by working environment (49.65%) and organizational management (47.98%). The percentages of the PCPs reporting high-levels of emotional exhaustion, depersonalization and reduced personal accomplishment were 27.66, 6.06, and 38.74%, respectively. About 14.06% of the respondents had high turnover intention. There was a significant direct effect of job satisfaction on burnout (γ = - 0.52) and turnover intention (γ = - 0.29), a significant direct effect of burnout on turnover intention (γ = 0.28), and a significant indirect effect (γ = - 0.14) of job satisfaction on turnover intention through burnout as a mediator. Work environment satisfaction, medical practicing environment satisfaction, and organizational management satisfaction proved to be negative predictors of turnover intention (p < 0.05), whereas reduced personal accomplishment was identified as a positive predictor (p < 0.05).
Conclusions:
Plagued by low job satisfaction and severe burnout, the PCPs in rural China may have high turnover intentions. Job satisfaction had not only negative direct effects on burnout and turnover intention, but also an indirect effect on turnover intention through burnout as a mediator. Targeted strategies should be taken to motivate and retain the PCPs.
The increasing globalization accompanied by rising competitiveness and speed of business activities, coupled with the increasing complexity of the internal processes of organizations, has led to the increasing prominence of paradoxical situations in contemporary organizations. In addition to the global economic crisis, firms need to adapt to these changes and revive and sustain them through managing organizational change. Therefore, the current study's purpose is to test the impact of organizational tension, merger policy, and knowledge sharing on managing organizational change in ADNOC. Evaluation of the proposed model was done through questionnaire survey data collected both online and paper-based. A total of 214 employees are randomly selected from Abu Dhabi Marine Operating Co (ADMA-OPCO) whilst a total of 94 employees are randomly selected from Zakum Development Co., (ZADCO), (n = 308). This study employed Structural Equation Modeling-Variance Based (SEM- VB) via. SMART PLS 3.0 Software was utilized to determine the importance levels of associations and interactions between the factors tested. The proposed model evidenced by the goodness of fit of the model to the data, organizational tensions, merge policy, and knowledge sharing explained 56% of the variance in managing organizational change. The findings of the multivariate analysis revealed that organizational change and merger policy has the most effect on managing organizational change. The results of the current study might give further insights into managing organizational change strategies. Theoretical and practical implications are also provided.
‘Job satisfaction’ describes how content an individual is with his or her job. It is a relatively recent term since in previous centuries the jobs available to a particular person were often predetermined by the occupation of that person’s parent. There are a variety of factors that can influence a person’s level of job satisfaction. Some of these factors include the level of pay and benefits, the perceived fairness of the promotion system within a company, the quality of the working conditions, leadership, supervisions and social relationships, the job itself (the variety of tasks involved, the interest and challenge the job generates, and the clarity of the job description/requirements). The happier people are within their job, the more satisfied they are said to be. Job satisfaction is often misunderstood same as motivation, although it is clearly linked. Job design aims to enhance job satisfaction and performance methods include job rotation, job enlargement and job enrichment. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous workgroups. Job satisfaction is a very important attribute which is frequently measured by organizations. In the present research paper authors have tried to conduct a study on the factors that affect, on employees job satisfaction, of a particular industry and a company. Study also attempt to measure the job satisfaction levels on the various selected factor. For research study M/s Banswara Garments (A Unit of Banswara Syntex Ltd),Daman has been chosen, The rational for selecting the same is , the company has approximately 950 employees, and HR department observed that the attrition rate of workers have been increasing since last 3 years. Company wanted to conduct a research on job satisfaction which have never been done before as a part process of worker behaviour which increasing attrition rate.
Purpose
The study's purpose was to explore the impact of multitasking on efficiency and accuracy and the relationship between individual differences and multitasking ability.
Design/methodology/approach
An experimental study was conducted with individuals that completed an in-box exercise and a personality assessment. Three groups were established as follows: those that completed the in-box exercise without interruption (control group), those that were given a portion of the same initial task but were then interrupted and given an additional task (low multitask group) and those that were given the same initial tasks, then interrupted three times (high multitask group ) .
Findings
The results show that there were significant effects of gender and age on multitasking efficiency. Females made fewer errors than males. Younger and older participants took more time to complete the experiment, which indicates an inverted U relationship and may mean that people become more effective at multitasking with experience and practice, but then less effective as they get older. The study also found that personality had no significant effect on multitasking efficiency.
Research limitations/implications
The study was limited in that the sample was 91 percent female, did not include anyone over the age of 51 and did not measure intelligence or experience.
Practical implications
The findings may have implications for employee training, evaluation and formulation of workplace standards and regulations.
Orginality/value
This study provides empirical research extending the understanding of the nature and impact of multitasking and individual differences based on gender, age and personality.
The paper summarizes the arguments and counterarguments in the scientific discussion on determining the effects of mergers and acquisitions for banking institutions. The purpose of this article is to conduct an empirical study to identify the nature of the impact of mergers and acquisitions on Pakistan's financial sector performance. The research in the article is carried out in the following logical sequence: a thorough literature review on the analysis of key aspects of mergers and acquisitions and their impact on the financial and economic performance of banks before and after their practical implementation; the historical basis of the experience of mergers and acquisitions caused by various economic factors, such as: GDP growth, interest rates on loans, monetary policy; financial analysis of bank profitability, solvency and liquidity indicators before and after the merger and acquisition was conducted. Five commercial banks of Pakistan that were involved in the merger and acquisition processes were selected as the subject of study. The study period is presented before and after the merger and includes two years before the acquisition report and two years after the acquisition announcement by analysis of financial ratios of liquidity, solvency and profitability. The results of empirical and theoretical research have shown that there is a positive relationship between merger and acquisition processes and liquidity ratios of banking institutions; and-the negative impact of such processes on banks' profitability and solvency in the short term. The author states that the main limitation of the study is the unavailability of financial data until 2006 and the use of a small sample size and a low likelihood of data collection technique, which is limited by a certain type of people and lack of generalization.