THE IMPACT OF INTERGENERATIONAL CONFLICT IN THE WORKPLACE AND HOW IT AFFECTS COMPANY GROWTH
TABLE OF CONTENTS
Table of contents
CHAPTER 3: RESEARCH METHODOLOGY 3
3.1. Introduction 3
3.2. Research Design 4
3.2.1. Lit log 5
3.2.2. Research Framework 11
3.3. Population of Study 12
3.4. Sampling Technique(s) 13
3.5. Method and Procedure(s) for Data Collection 14
3.6. Validation of Questionnaire 15
3.7. Research Ethics 16
3.8. Summary 16
CHAPTER 3: RESEARCH METHODOLOGY
This study’s conceptual framework is intended to investigate how intergenerational conflict affects business expansion. The three variables in the framework are intergenerational conflict, corporate growth, and the variables determining how intergenerational conflict affects company growth. According to the theory, intergenerational conflict can affect business growth favorably and unfavorably. Intergenerational conflict has both beneficial and destructive effects on a company’s ability to grow, with the latter being associated with lower morale and productivity. The firm’s size and how the dispute is handled affect whether the intergenerational conflict positively or negatively impacts business growth.
The conflict perspective on aging places much emphasis on intergenerational conflict. According to this social theory, friction between the old and the young happens due to competition for resources and employment (Doyle,2018). Due to disparities in work values and attitudes caused by age, intergenerational conflict frequently happens in the workplace. Intergenerational programs should be implemented to reduce intergenerational conflict’s harmful effects inside a corporation. Intergenerational programs consciously bring together the generations to improve participants’ lives and resolve pressing social and civic challenges while using the assets that both young and old have to offer their communities and each other (Binstock, 2010).
Business leaders contend that a lack of effective mentoring prevents younger generations from being fully prepared for leadership roles in the future. Furthermore, it appears that corporate talent development programs are only helping a little to prepare young workers for future employment (Kossek, Lautsch & Eaton, 2011). It is especially problematic since as baby boomers leave the workforce, there will be a tremendous knowledge, skill, and competence gap as young people take over their roles and responsibilities. The primary logical consequence is a decline in organizational effectiveness and efficiency. Additionally, they will not be able to provide the high standards of service that customers have come to expect (Rao & Rao,2013).
3.2. Research Design
According to L Mitchell & Jolley (2010), the research design is the overall approach you decide to take in order to integrate the various study components in a logical and cogent manner, thereby ensuring you will successfully address the research problem; it is the general framework for the data collection, assessment, and analysis processes. An intelligent design reduces bias and increases the trustworthiness of the data. Additionally, it produces the most data, provides the least experimental error, and offers various angles on a single issue. A research design is based on the goal and characteristics of the study challenge (Abbott & McKinney, 2013).
The three types of research methods currently used are mixed, qualitative, and quantitative, each of which has a different research design (Robbins et al., 2018). First, the qualitative research approach primarily concentrates on investigating difficulties faced, for instance, by a group of people. This methodology is significantly influenced by in-depth studies and the researcher’s assessment of the data obtained during the interviews. On the other hand, the quantitative approach looks at the relationships between the specified variables and the study’s goals (Frankfort et al., 2019). The most frequent techniques used to obtain primary data are surveys or experiments. The combination of qualitative and quantitative methods, known as the “mixed-methods approach,” is believed to result in a more profound understanding than using each method alone.
Choosing the proper study methodology can take much work for a researcher. Every research problem needs a different design to yield an accurate result. The researcher should select the quantitative research method when, for instance, it is necessary to identify the factors that influence development. On the other hand, the qualitative approach is more appropriate if the researcher looks into a subject that has yet to be studied in great detail. Similar to how the researcher was dubious about key study parameters. The mixed-procedures technique is the most successful when the two methods do not produce enough data to address the study topic (Robbins et al., 2018).
The target group for this study consists of executives, white-collar workers, and corporate workers currently employed by Malaysian corporations and are at least 26 years old. By employing heuristic methods advised by earlier researchers, the sample size for the study will be chosen. For studies requiring inferential statistics, Taherdoost (2016) argues that a sample size of 200 participants is superior, 175 participants are good, 150 participants are fair, 125 participants are subpar, and 110 people are inferior. Based on these recommendations, the study’s sample size will be appropriate at 100 respondents. Convenience sampling will be utilized in this study.
3.2.1. Lit log
Variable No Survey Questions Authors
What are the main drivers of company growth? Noe, R. A., Hollenbeck,Gerhart &Wright, (2017)
What are the main obstacles to company growth? Dâ€™Cruz & Soeters, (2010)
DVQ3 What are the company’s goals for growth? Binstock, (2010)
DVQ4 What are the company’s plans for achieving growth? Kossek,Lautsch & Eaton, (2011)
DVQ5 What are the expected outcomes of the company’s growth plans? Akhtar (2016)
Variable No Survey Questions Authors
What is your opinion of intergenerational conflict in the workplace? Doyle, A. (2018, September 25).
Do you believe that intergenerational conflict can have a positive or negative impact on company growth?
Dâ€™Cruz & Soeters, (2010)
IV1Q3 What are the main factors contributing to the positive or negative impact of intergenerational conflict on company growth? Akhtar (2016)
IV1Q4 Can how intergenerational conflict is managed impact company growth? Ducharme & Saari,(2014)
IV1Q5 Can the size of the organization impact how intergenerational conflict affects company growth? Kossek,Lautsch & Eaton, (2011)
Variable No Survey Questions Authors
Factors influencing the impact of intergenerational conflict on company growth
What is your opinion of factors influencing intergenerational conflict in the workplace? Rao, S & Rao, A, (2013)
Do you believe that intergenerational conflict factors always lead to a negative impact on company growth?
Kort & Lind,(2018)
IV2Q3 What, in your opinion, are the primary elements that intergenerational conflict’s beneficial or destructive effects on business growth contribute to? Rosen & Jerdee, (2014)
IV2Q4 Which intergenerational conflict-causing elements can be controlled to promote business growth? Giles(2019)
IV2Q5 Does the intergenerational conflict a firm faces affect its ability to grow? If so, how? Kossek,Lautsch & Eaton, (2011)
Variables NO Question Authors
An adequate examination of the cause-and-effect linkages between independent and dependent variables is made possible by a research design, which offers a study strategy. A good study design is best exemplified by a traditionally controlled experiment (Akhtar, 2016). The assessment of the experimental treatment’s effect (internal consistency) and the generalizations drawn from it (external validity) are both at risk by several factors. Variables can be eliminated, subjected to randomization, matched, or included in the design to reduce the sources of variance. A research study should be planned so that it (1) responds to the research objectives, (2) controls uncontrollable aspects, and (3) has a reasonable degree of generalizability (Myers, Well, & Lorch, 2013).
3.2.2. Research Framework
This study’s conceptual framework aims to investigate how intergenerational conflict affects business growth. The three variables included in the framework are intergenerational conflict, firm growth, and the factors affecting how intergenerational conflict affects company growth. According to the theory, intergenerational conflict can affect business growth in both positive and destructive ways. While intergenerational conflict has a mixed effect on business growth, its adverse effects include lower morale and productivity. The dispute management and the firm’s size are two elements that affect whether the intergenerational conflict has a favorable or unfavorable impact on business growth.
RO1: To determineelements that impact how various generations perceive intergenerational conflict and how they affect company growth.
RO2: To examine the form of intergenerational conflict taken within organizations.
RO3: To determine the tactics employed by organization members to handle intergenerational conflict.
RQ1: What elements impact how various generations perceive intergenerational conflict and how they affect company growth?
RQ2: What form does intergenerational conflict take within organizations?
RQ3: What tactics are employed by organization members to handle intergenerational conflict?
3.3. Population of the Study
According to D’Cruz & Soeters’ (2010), an extensive group of people or things that are the subject of a scientific inquiry is known as a research population. Research is carried out for the population’s benefit. However, because population sizes are so huge, it is frequently not feasible for researchers to examine every member of the population because doing so would be costly and time-consuming. It is the rationale behind why researchers use sample strategies. Under Fraenkel, Wallen, and Hyun (2012), a study target population refers to people or things that could be people or things of interest in the study, encompassing observations, judgments, and abstract traits. Focusing on specific traits of the subject population will help the best address the research questions by allowing for targeted respondents, which is the primary goal of this method.
The target group for this study consists of executives, white-collar workers, and corporate workers currently employed by Malaysian corporations and are at least 26 years old. D’Cruz & Soeters’ (2010) identified critical demographic factors, and the population sampled included participants from users and survey participants who represented a variety of backgrounds. A hundred individuals working in various departments and various job positions inside a private organization will each receive a copy of the google form survey questionnaire. Due to time and location restrictions, the distribution of surveys will be sent to the respondents by email and WhatsApp. The obtained feedback will then be stored in the google form, which will also incorporate the data into a spreadsheet for in-depth analysis.
3.4. Sampling Technique(s)
According to Taherdoost (2016), a predetermined quantity of observations is taken from a more significant population as part of the statistical analysis process known as sampling. Depending on the type of study being undertaken, different methods, such as systematic sampling or simple random sampling, may be used to collect samples from a larger population. The working adult employed by firms is the target of the sampling strategy used for this study. Corporate professionals are a suitable subject since the primary goal of this research is to examine the factors that influence working-age adults’ adoption of eCommerce in the workplace. Additionally, corporate working adults have strong inclinations toward using technology and digital devices at work.
The determinants of digital commerce adoption and deployment in any organization to establish the eCommerce business would be determined using eCommerce. These are frequently the results of several issues, including ecosystem infrastructure, organizational readiness, a lack of capabilities, resource limitations, and financial constraints. The fundamental driving forces behind adopting eCommerce in organizations can be inferred indirectly from this.
3.5. Method and Procedure(s) for Data Collection
According to Robbins et al. (2018), collecting data entails making observations or methodically taking measurements. Data gathering enables you to acquire firsthand knowledge and unique insights into your study challenge, whether you are conducting research for business, governmental, or academic purposes. Since an online survey questionnaire is adaptable, has low administrative expenses, and is effective in obtaining a comprehensive sample of data, it will be used for the primary data collection (Palinkas et al., 2015). The electronic survey questionnaire is always used to gather information on the respondents’ facts, viewpoints, and perspectives on a particular issue (Alshenqeeti, 2014). Additionally, the questionnaire design plays a significant role in collecting quantitative data.
According to Robbins et al. (2018), respondents can complete this survey by sending the link to the survey questionnaire, which typically contains closed-ended and scaled questions for them to respond to. A variety of survey questions were created for this investigation. This sampling technique is helpful in this research study (Johnston, 2014). The key benefit of using this collection approach is that all the completed responses may be gathered quickly. According to (Sutton & Austin, 2015), the purposive samples are chosen based on a few fundamental traits or qualities that are crucial to the assessment; as a result, the respondents chosen must be working adults whom reputable corporations employ.
Using the parameters of the survey, data were gathered using a self-administered structured questionnaire. Five sections make up a questionnaire. Each section has variables rated according to how strongly they agree or disagree with each item on a five-point Likert scale (1 being very strongly disagreed, and 5 being very strongly agreed).
3.6. Validation of the Questionnaire
Face and content validity tests were performed on the questionnaire created for the study.According to Cantrill, Sibbald, and Buetow (1998), face and content validity are as follows:
ïƒ¼ Face validity, sometimes called logical validity, is a primary type of validity that involves a cursory and subjective evaluation of the study or test’s intended outcomes.The majority of the time, it has few objective measurements. Face validity is significant since it is easy to gauge a test’s or a technique’s overall validity.
ïƒ¼ In terms of an assessment tool’s relevance to and representation of the targeted construct, it is intended to test content validity is how many of these factors are present. A test’s content validity demonstrates how well it captures the many facets of the particular construct you are examining.The accuracy of the construct measurement increases with the level of content validity.
Using 30 samples beginning on October 28, 2022, the actual research study, which served as the pilot test, was conducted on the questionnaire. However, after conducting the pilot test, we recognized the ambiguity in several items and had to change them to conform to the questionnaire’s requirements.
3.7. Research Ethics
The research procedure for this study is carried out following the study excellence paradigm (Martin, 2011) to preserve the research ethic at the core of the entire research process.Given that some of the themes and surveys are debatable, numerous ethical ramifications have been considered and given some thought before the topic was prepared to avoid natural, ethical issues.The study questionnaires were created based on the many problems employees are working on at various levels and in various groups within the industry and business experience.
The information gathered has been carefully handled to protect the respondents’ privacy, safety, dignity, and overall well-being.In order to obtain consent from participants in the research survey and to protect respondents’ privacy and personal information, data sharing was handled responsibly.The responses, society, and enterprises might be protected from the individual standpoint.A number of obligations have been met to guarantee sincerity, objectivity, and integrity.
It is abundantly clear that intergenerational workplace conflict can benefit and harm a company’s ability to grow. On the plus side, generational strife can inspire the creation of fresh, original ideas. However, intergenerational conflict can also have some detrimental effects on business growth, such as poor communication and low morale. The dispute management and the firm’s size are two elements that affect whether the intergenerational conflict has a favorable or unfavorable impact on business growth. Thus, this will help me develop intergenerational programs to manage intergenerational conflict in my industry.
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