This thesis examines to what extent there are generational differences in gender gaps in political behaviour and attitudes, and what explains this generational variation. Generations differ considerably on factors such as women's role in the family and the workplace, gender inequality, and formative experiences, and I argue this leads to different gender gaps for different generations. I examine such generational variation in gender gaps in vote choice, left-right self-placement, attitudes towards spending and redistribution, and attitudes towards gender-egalitarianism. Broad cross-national trends in Europe and Canada are identified, as well as country-specific patterns using Britain and the US as case studies. This thesis finds that generally, in the countries studied, men are more left-wing than women in older birth cohorts, whilst women are more left-wing than men in younger birth cohorts. This 'gender-generation gap' is produced through processes of modernisation, especially secularisation. In addition to this broad trend, the political context or zeitgeist during a generation's formative years produces gender gaps in both vote choice and attitudes that differ between generations according to this socialisation experience. The influences of modernisation and such political socialisation interact to create complex patterns of generational variation in political gender gaps that differ across political contexts. For example, in the British case, women of younger cohorts are not more left-wing in their vote choice than men. These results suggest that we should focus on gender gaps at the level of generational subgroups in order to fully understand political differences between men and women. Furthermore, they predict that gradually, the gender gap where women are more left-wing than men will grow over time through generational replacement. However, they also indicate that this will not occur in all contexts, and that more work needs to be done to understand how the political context shapes gender gaps.

“There is a problem in the workplace…It is a problem of values, ambitions, views, mind-sets, demographics, and generations in conflict. The workplace you and we inhabit today is awash with the conflicting voices and views of the most age- and value-diverse workforce this country has known since our great-great-grandparents abandoned field and farm for factory and office” (Zemke, Raines & Filipczak, 2000, p. 9). The opening quotation encapsulates the popular belief among management practitioners that substantive and meaningful inter-generational differences exist in work values among the members of current workforce. Despite this practitioner interest and debate, systematic empirical research either to confirm or refute popular claims has, until recently, been lagging. Moreover, the few academic studies on this topic have largely focused on the US context and research from other countries, particularly non-English speaking, is scant. The aim of this study is to fill this vacuum by investigating the nature of work values across the prevalent generations of workers within the relatively unexplored cultural context of Greek hotel organisations. Building upon Schwartz’s (1994) theory of basic values and Vincent’s (2005) culture-specific approach of generational identity formation, this study proposes a values-based framework for studying generational differences in the workplace. The framework includes four types of work values namely extrinsic, intrinsic, prestige and social and three age-based generational groups; the Divided generation (1946-1966), the Metapolitefsi generation (1967-1981) and the Europeanised generation (1982-1996). The framework assumes that age-based generational identity is a culture specific phenomenon comprised of a distinctive set of values. The expectations and motivations towards work are shaped by this set of values, which emerged as a product of a living through experience from the successive entry into adulthood and endure as the members of each generation travelling through time together. In addition, generational boundaries are determined by revolutionary events that are contingent on the specific cultural context in which they became meaningful. The study assessed the concept of work values with a novel scale, designed to succinctly measure the four underlying work value types that were consistently observed in previous research. The proposed work values model was tested using a multiple triangulation approach with two samples and two methods of analysis across two studies. In study 1, the work values scores were collected by 303 workers in 7 year-round hotel establishments operated in the region of Macedonia and analysed with exploratory factor analysis. In study 2, the work values scores were collected by 304 workers in 7 seasonal hotel establishments from the same region and analysed with confirmatory factor analysis. The results of study 2 confirmed the outcome of study 1. More importantly, the analysis revealed that compared to theory driven alternatives, a second-order model, comprised of a general work values factor with four latent factors – intrinsic, material, power and affective work values, best fitted the data. This model helps to show how various types of work values fit together into a cohesive whole, allowing HR researchers and practitioners to identify broader patterns and trends in work values to improve HR interventions. Furthermore, multivariate analysis of variance among the entire sample (607 hotel workers) revealed significant generational differences in three types of work values (intrinsic, prestige and social), even when the effect of gender (male vs female) and operational pattern (seasonal vs year round) was taken into account. Some of the most complex challenges facing human resource professionals in contemporary organisations such as conflict, transferring of knowledge as well as retention of talents are often associated with these differences. Knowledge about the work values of each generation cohabiting current workplace can help organisations in creating practices that foster inter-generational synergies and comfort in the workplace. This in turn will allow them to narrow the social distance represented by the “generation gap”, an impediment to the effectiveness of even the most sophisticated human resource practices.

Assigning stereotypical behaviors and traits associated with young people—selfabsorbed, narcissistic, lost, technologically dependent, disrespectful, financially unstable, etc.—to Millennials have become common practice in popular media and colloquial discourse and are not without consequence. Although the contemporary discourses circulating through society appear to be characteristically Millennial, similar discourses have historically appeared in conversations surrounding preceding generations. This thesis uses five popular culture case studies that capture the zeitgeist of both young Boomers and Millennials to compare discourses and critically examines the overlapping references between age groups and generational categories. This research also aims to bring visibility to the relevance of age getting lost amidst discourses about generations. Using textual analysis via discursive formations, this project reveals the reproduction of dominant power structures among generational discourses and poses implications to those power structures. / Includes bibliography. / Thesis (MA)--Florida Atlantic University, 2021. / FAU Electronic Theses and Dissertations Collection

The purpose of this dissertation is to make sense of two sets of reactions. On the one hand, Americans can barely lift a finger to help threatened and endangered species while on the other, they routinely come to the aid of human victims of disaster. I argue that in contrast to cases of human tragedy, for the biodiversity crisis conservationists are faced not only with the familiar yet arduous task of motivating the American public to care for living other-than-humans, but they are also saddled with having to overcome the motivation problem of future ethics. The motivation problem consists in eliminating or bridging a motivational gap that lies between knowledge of the effects of our actions on future generations and action taken based upon such knowledge. The gap exists because motives that typically move people to action are either ineffective or unavailable. What is more, the gap influences not only our ability to care for future humans, but it affects our ability to care for future other-than-humans as well. Biodiversity loss is in fact a subset of the problem of future generations, an identification hitherto little appreciated. I argue that conservationists can overcome the motivational gap not by appealing directly to the value of species or biodiversity, both of which are temporally distant, abstract and general moral patients, but indirectly, by focusing on the concrete and particular lives of extant and near future moral patients. By applying techniques that have been developed to overcome the motivation problem as it pertains to distant future human generations, conservationists have additional resources to draw upon in their efforts to motivate American citizens to preserve biodiversity. This dissertation’s contribution to the fields of environmental philosophy and conservation biology is both theoretical and practical. It is theoretically significant to elucidate the nature of moral failure for biodiversity conservation. In terms of broader impacts, identifying the basis of moral failure for biodiversity conservation allows me to assess educational campaigns and environmental policy, and to suggest solutions for bridging the motivational gap.

During our lives, our needs are always changing, and often forcing us to change residence. A study made of peoples movement patterns in Sweden during the year 2021 showed that the main reason why we move is actually depending on family situation or other practical reasons. This can relate to a variety of different things like, an expanding or shrinking family, a child that is moving out, a desire for a working space at home and so on. What the scenarios have in common is that it is related to the architectural qualities and size of the residence. Which I have chosen to investigate further. With help of strategic design solutions I have designed a residential building where the architecture adapts to the inhabitant. The system is a modular apartment house that can be placed on a variety of sites and cities in Sweden and can be adapted all over the world. The apartments are built on a system of rotating walls that can expand and contract to different sizes. The rotating walls make it possible to adapt the space into five different sizes by only moving the walls 34 degrees. / Under våra liv så förändras våra behov och kan ofta tvinga oss att byta bostad. En studie som undersöker människors rörelsemönster i Sverige under 2021 visade att den främsta anledningen till att vi flyttar beror på familjerelaterade orsaker eller andra praktiska skäl. Detta kan bero på en mängd olika saker som, en expanderande eller krympande familj, ett barn som flyttar ut, en önskan om en arbetsplats hemma och så vidare. Gemensamt för dessa scenarion är att det är relaterat till bostadens arkitektoniska kvaliteter och storlek. Vilket jag har valt att undersöka vidare. Med hjälp av strategiska designlösningar har jag ritat ett bostadshus där arkitekturen anpassar sig till invånarna. Systemet är ett modulärt hyreshus som kan placeras på en mängd olika platser och städer i Sverige och kan anpassas till hela världen. Lägenheterna är designade med hjälp av ett system av roterande väggar som kan expandera och dra ihop sig till olika storlekar. Detta gör det möjligt att anpassa utrymmet till fem olika storlekar genom att endast rotera väggarna 34 grader.

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Syftet med denna uppsats är att analysera hur män och maskulinitet framställs i reklam riktad till olika mediegenerationer genom olika TV-plattformar. Frågeställningarna har sitt fokus i att tydliggöra hur männen framställs i reklaminslagen genom bland annat hur de agerar, vilka personlighetstyper som uppvisas och även vilka likheter och skillnader som kan påvisas mellan de olika mediegenerationerna. Studiens urval har sett till att analysera reklaminslag på både traditionell TV och webb-TV för att på så sätt påvisa en skillnad mellan dessa, då reklam idag mer specifikt kan riktas till en speciell målgrupp. Urvalet har också bestått i att urskilja olika mediegenerationer där dessa har legat till grund för den efterföljande resultatdelen. Detta har studerats genom en kvantitativ innehållsanalys där ett kodschema har skapats och resultatet sedan kodats i IBM SPSS. De teorier som legat till grund för uppsatsen är främst Lissie Åströms teori om personlighetstyperna ”centripetal” och ”centrifugal”. Det läggs också ett stort fokus på att beskriva maskulinitet och hur den uppvisas i reklam genom bland annat stereotypiserande. Uppsatsens resultat visar att skillnaden mellan de olika plattformarna är förhållandevis liten och att de stora skillnaderna finns att se i hur åldersgrupperna framställs i reklaminslagen, där de yngre visar en betydande större del maskulina karaktärsdrag i förhållande till de andra mediegenerationerna. / The purpose of this paper is to analyse how men and masculinity is portrayed in advertising aimed to different media generations through different TV-platforms. These framing of questions have their focus in clarifying how men shown in advertising on TV act, which personality types are exhibited and also the similarities and differences that can be detected between the different media generations. The study’s selection that has been analysed is advertisements on both traditional TV and web-TV to thereby detect a difference between them. There has also been a selection to distinguish the different media generations where these are the basis for the subsequent result sections. The data has been studied by the use of a quantitative content analysis in which a coding scheme has been created. The theories that formed the basis of this paper are mainly Lissie Åström’s theory of the personality types ”centripetal” and ”centrifugal”. There is also a large focus on describing masculinity and how it is presented in advertising by including stereotyping. The essays results show that the difference between the different platforms is relatively small and that the major differences can be seen in the age groups presented in the advertisements, where the younger group is showing a significant greater proportion of masculine traits in relation to the other generations.

Thesis (Ph. D.)--University of Hong Kong, 1996. / Includes bibliographical references (leaves 239-251).