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Work Behavior For Aged And Younger Generation Psychology Essay

Behaviour of an employee in an organizational installation is likely to be well described and there's a diminutive range for a worker to deviate from it. However there are situations when our work behavior is governed by our work frame of mind and other key reasons. Present newspaper tries to explore the complicated relationship between attitude and behaviour in an organizational set up across years. Constructivist way has been adopted to unravel this dynamic relationship. 18 employees from more aged and younger decades were in-depth interviewed. Thematic research was used to analyse the info. Present study discovered that there is a weak marriage between work attitude and work behavior across the years. However the reasons for the same differs across generations.

Keywords: Work behaviour, work behaviour, generations


'Attitude', 'work', and 'generation' as ideas originated in different disciplines of sociable sciences. Attitude mainly belonged to communal mindset, whereas work and era were offshoots of sociology. Today's paper makes an endeavour to unravel the relationship between work attitude and work behavior across generations.

Lack of attention to attitude and behaviour romantic relationship can be attributed to an assumption that behaviour on the whole results into a given behaviour, they are generally tandem in nature. It's been historically assumed that a person's behaviour is normally governed by the frame of mind towards an subject. Attitude was released in social mindset as an explanatory device so that they can understand human behaviour (Ajzen 1991). Studies carried out by La Perie (1934) and Wicker (1969) brought a paradigm shift. It was discovered that attitude do not need to always be the reason and reason behind behaviour. This resulted in the research of potential moderators and mediators of the attitude-behaviour romance (Armitage and Christian 2003).

The current research does not advocate all or none of them stand in relation to attitude being related to behavior or people behaving in accordance to their frame of mind. Across generations, there's been divided stand, that is, there are events when frame of mind indeed govern behavior and there are times when the relationship between them is incredibly weak. Today's research has made an attempt to unravel the reasons behind such conflicting studies by using theory of planned behaviour.

The multi-component view of attitude is used to clarify the low empirical relationship between attitude and behaviour. This gives the range of behaviours that can be used to infer a person's behaviour; some reactions might be reflective of affective and cognitive components among others of behavioural component. However, multi-component view will not provide full accounts of marriage between frame of mind and behaviour. As it is not clear whether behaviour depends upon attitude as a whole or only by its conative (emotional/affective) element.

Another approach that assists to explain the reduced empirical romance between frame of mind and behavior is the concept of moderating impacts of the other varying. Inside the given framework, if the subject has required degree of skill to perform a job in question, he is likely to perform well. In cases like this, the ability is seen as a varying that interacts with the frame of mind in determining varying. However, it is seen these 'other parameters' sometime do and sometimes don't have moderating and independent influence. Studies have shown that immediate predictor of behaviour is the goal to perform the behavior, theory of organized behaviour handles the idea of intention. In the present study, theory of prepared behaviour has performed to explain the relationship between attitude and behavior (Fishbein and Ajzen 1975).

In view of above stated limitations, the present research applies theory of prepared behaviour to make clear relationship between attitude and behaviour. The idea of planned behavior is an expansion to the idea of reasoned actions; it addresses the restrictions of the same by working with behaviours over which folks have incomplete volitional control (Ajzen 1991).


Objective: To explore the relationship between work frame of mind and work behaviour across generations.

Theoretical construction: Present review falls under the constructivist paradigm. It adopts communal constructionist method of unravel the truth. It is assumed that its members are constructing fact and it could be understood by understanding its procedure for its building.

Method: In-depth interview as a tool was used with interview as a way. Rationale behind selecting in-depth interview was to unravel multiple levels of realties from the participant's perspective. In-depth interview unfolds data that this grounded in the field.

Sample Profile and Test Size: Employees from more aged and younger era were slow using theoretical sampling. Another conditions for selecting the test were employees should have been associated with the employers for at least 2 yrs. 18 interviews across years from various cross-sections of organizations were considered. Nine from each generation, gender -established bifurcation is 16 males and 2 females.

Data Research: Data was analysed using thematic research. Thematic analysis is dependant on the idea of encoding qualitative information.

Findings and Discussion

Older and youthful generation reports circumstances wherein their work frame of mind has not corresponded with their work behavior. However, the reasons attributed for the weak romance between work behavior and work attitude differs for older and younger generation. Present study as explained above applies theory of prepared behavior (Ajzen 1975) to explain this dynamic romance.

According to the idea of planned behavior, individuals action is inspired by three major factors: a favourable or unfavourable analysis of the behavior (attitude towards behavior), perceived sociable pressure to execute or not perform the behaviour (subjective norm), and identified capability to perform the behavior (recognized behavioural control). These three components lead to the formation of behavioural objective (Ajzen 1991). Therefore, a lot more favourable the frame of mind towards behaviour, subjective norm and increased perceived behavioural control, the stronger the person's intention to execute the behaviour in question. While carrying out work, a person assesses the attitude towards work behaviour as well as the perception of public pressure to take action, and recognized control over this behavior. Therefore, along these elements are going to predict motives to work or never to work. Actual working should correspond to the motive to the scope that the participant has the authority to handle work.

Behavioural beliefs

Normative beliefs

Control beliefs

Attitude towards behaviour

Subjective Norm

Perceived behavior control



Actual control

Source: Theory of prepared behavior (Ajzen 1991)

Situations where work attitudes do not effect into corresponding work behavior. Extant literature profess conflicting findings, that is, some of the research shows that attitude and behaviour are related to one another whereas there is an another section of studies that question's the relationship between them (Suazo 2009, Carmeli 2003). In the present study it is seen that on many events participants are unable to behave in accordance to their attitude and condition of dissonance that they undergo. You can find situations when they have got non-positive work frame of mind but show positive work behaviour. Situations under which they feel the point out of dissonance are different for youthful and older technology. For younger era, dissonance occurs when characteristics of work is not of their kind and their attempts are quashed for inexplicable reasons. They believe that since others are going to form impression about them and their personality, it is safer to act in socially suitable way. Therefore, even if they don't have a non-positive attitude towards work their work behaviour is of high standards. For older era, it happens when they are slipped from promotion, aren't having good interpersonal relationship with supervisor, issue with management, when people are not working. One of the participants elucidates by quoting an event.

I was at Pata and my exec director was incharge of vegetation we'd certain dissimilarities in term of opinion. His official incharge would say work needs to be done in given timeframe, I also sought the task to be done in the same time frame but then procedures should also be given its space and importancebut then so can be the system technique, financial prudence etc. I had to check out what my employer and do the job in enough time frame and release the procedures. I feel that even easily have non-positive orientation towards work but I had developed to provide my best to the task. (PK, older era)

Applying the idea of planned behaviour in the given context. The type of non-liner romance between work attitude and work behavior is that folks hold non-positive frame of mind towards work but their work behavior is positive.

Societal norms. It is observed that folks in the Indian modern culture are highly governed by subjective norms. Indian contemporary society is directed by the concept of nishkam karmayoga propagating that individuals should work selflessly without being outcome focused. Younger generation considers are a contribution that one should make but also for varied reasons. For a few, it is a way of contributing to the society, if they work hard the income of company will soar hence higher the contribution to corporate interpersonal responsibility (CSR) and make world better place to work. Others believe that it is one of the ways of growing personality. Based on the older generation, population terms 'not working' as wasting time, which is not considered good for society at a more substantial level. Work helps the personal and professional fulfillment. Since work is conceived as the immediate personal information of people, so that it becomes crucial for employees to work to verify their personality to you shouldn't be termed as 'inadequate'. Therefore, there is a likelihood that people are going to give their best to the work even though they don't possess positive attitude towards it.

Participants amongst the older technology state that another reason behind their positive work behaviour is that they cannot fight system and management and want to maintain healthy interpersonal marriage with everyone. Final result and betterment of the organisation is also one of the powerful factors. Whereas for the younger generation the reason is professionalism and popularity that motivates visitors to react in socially accepted manner regarding their work irrespective of their attitude.

Yeah yeah, it has been so times. Your day I had became a member of audit (dislike it). . sometime the sort of employer you have can be one of the possible reasons there is certainly something like professionalism. I must remember that we am first a specialist and then a worker of any company. Therefore, I would be recognised and this recognition should remain one of the key elements in my life. Being a professional it's important to strive for doing something different and active. (PKY)

Perceived behavioural control. In the organisational context where the person is bounded by various rules and regulations, there's a less likelihood that people will be high on identified behavioural control. Employees over the decades have said that on several occasions they have noticed lack of identified behavioural control. Several reasons have been cited by both generations in demand to increase perceived behavioural control. The older generation help with the view that there should be higher perceived control so that they will be able to work wholeheartedly. Furthermore, this can be a specialised works and their involvement is imperative. They say that 'we will be the major force adding to work so we can come up with additional information and value addition'. It can be also considered as one of the ways of recognising people. In order to have effective function, it is important to make worker aware of the professionals and disadvantages of what they are doing. Another portion of respondents feel that it could not be possible to provide with higher amount of perceived control anticipated the limitation of the company (decision might maintain favour of specific and not in favour of organisation). However, their thoughts must be taken and effort should be taken to make sure they are part of key issues that will effect them directly.

On the similar lines, more youthful generation states that you of the first step towards making the worker take possession of his work. Also that while taking decision, management may well not be aware of ground reality and that the employees can make sure they are alert to that. Certain section of them feel that it is their to participate the decision-making process. Others feel that even if they are not being made part of decision making process they must be taken into self-confidence by enumerating the reasons and rationale behind decisions. In general, employees over the generation believe that they feel lack of control about the things that are immediately related to them.

From the aforementioned arguments, it could be concluded that since people are governed by the subjective norms that aren't in consonance with their attitude and they lack the identified control, there's a likelihood that they are going to own weak behaviour intent, which causes dissonance between attitude and behavior. This situation reduces the likelihood of folks to behave in accordance with their work frame of mind. Therefore, even if people carry non-positive work frame of mind towards work their work behaviour is positive.


Attitude and behaviour relationship is active in nature. There are specific situations wherein people across decades have the ability to behave relating with their work behaviour. However, in general, participants across generation find it hard to react in tandem with their work attitude. It has been explained by making use of theory of designed behaviour. Organizations need to emerge from the predominant results mind-set. If employees are demonstrating positive work behaviour irrespective of their work frame of mind, organizations shouldn't neglect the area of work attitude and work behaviour romantic relationship. An attempt to should be produced to generate right known reasons for right behavior. Consonance between work frame of mind and work behavior should be performed. It really is being hypothesized that when positive work frame of mind is consonance with positive work behaviour the power and dynamics of positive work behaviour is likely to be far better. Future studies can put this hypothesis to check.

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