This study highlights the importance of considering generational factors in the pursuit of understanding online media consumption. This thesis argues that previous explanations of why people may or may not consume news and political information are insufficient on their own. To gain a more comprehensive understanding of how people are using the internet and how people engage with political information and media online, generational factors must also be considered. This is done through quantitively examining the correlations between social media use and the number of online media sites visited within a week through five different generations using Swedish survey data from 2016 and 2020. The results of the analysis are mixed, as clear differences in online media consumption between the generations could be identified in 2020 whilst it could not in 2016. The general findings indicates that social media use is positively correlated with online media consumption, and that these correlations vary to a certain degree between different generations. The results of the analysis should not be interpreted as showing causality, but rather as an introductory overview that could inform future research on the role of generations online.

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The world of today allows groups of people who are geographically-distributed to communicate through information and communication technologies (ICTs). In the workplace, these geographically-distributed teams are referred to as virtual teams. Quantifying and understanding issues in virtual teams has been a focus of research for the past two decades. This thesis aims to quantify generational differences between the Millennials and the Baby Boomers in the context of virtual teams in the engineering and construction sectors. This thesis consists of two studies. The first study broadly focuses on generational differences in regards to cultural, temporal, and technological issues faced in virtual teams. The results from the first study show that Millennials may be better suited to deal with cultural and language differences as well as time-distributed team members when compared to the Baby Boomers. However, the results for the technology hypothesis were mixed and motivated further research. Therefore, the second study focused on generational differences in views on specific ICTs. This study found that Millennials favored some ICTs more than their Baby Boomer counterparts. However, these generations also had indistinguishable views for many of the ICTs examined. The second study shows that the digital divide between generations is true for certain technologies but is unobservable in others. This thesis indicates that Millennials have relative strengths when handling the difficulties of virtual teaming when compared to the Baby Boomers. / Master of Science

submitted by Li Yuen Kwan, Fiona. / Thesis submitted in: December 1999. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2000. / Includes bibliographical references (leaves 222-227). / Abstracts in English and Chinese. / Acknowledgements --- p.i / Chapter Chapter One --- Introduction --- p.1 / Formation of Study and Theoretical Considerations --- p.1 / Methodology --- p.5 / Theoretical Framework and the Research Question --- p.8 / Generation Gap and Cultural Gap --- p.12 / A Synopsis of the Present Thesis --- p.22 / Chapter Chapter Two --- The Change: Before and After --- p.26 / Historical Review of the Changing Village --- p.26 / Lineage Villages in South China and Hong Kong --- p.29 / The Lineage Organization --- p.37 / The Change --- p.48 / Chapter Chapter Three --- The Present: A Study in Ping Shan --- p.54 / History of Settlement and Life in Ping Shan --- p.54 / Rituals --- p.71 / Economics --- p.87 / Gender Issue --- p.92 / Outsiders Inside the Lineage --- p.100 / Chapter Chapter Four --- Generation Gap Among Villagers --- p.104 / Identity --- p.109 / Case 1: The Father and His Generation --- p.115 / Case 2: The Sons and Their Generation --- p.119 / The Never Happened Divergence --- p.144 / Collectivity vs. Individuality --- p.152 / Suppressive vs. Expressive --- p.156 / Power Conflicts Inside the Lineage --- p.160 / Chapter Chapter Five --- The Generation Gap as Part of a Large Cultural Gap --- p.163 / Chapter Chapter Six --- The Significance of Lineage Village Today --- p.181 / The Meaning of Tradition --- p.181 / The Meaning of the Village --- p.197 / Different Meanings for Different Groups --- p.200 / Chapter Chapter Seven --- Conclusion --- p.210 / Identity and Meaning --- p.210 / A New Understanding about Culture --- p.219 / References --- p.222 / Chapter Appendix A --- Maps and Floor Plans / Chapter Appendix B --- Photos / Chapter Appendix C --- Calligraphy

<p>The Swedish old-age care will in the near future face an extensive need to recruit enrolled nurses by virtues of the demographical development. The generation born in the 1940s will soon retire, and at the same time the rest of the population is growing older. One thing that becomes more important in how to draw more people to the old-age care, is to understand how the ones who allready work there experience their own worksituation.</p><p>The purpose of this study was to find out how enrolled nurses from two different generations experienced their own occupational role and make similarities and differences between the two generations experiences visible. The topics of interest in our study are the respondents own thoughts about their education, their worksituation today, what they think of the future and how they believe others regard their work. To fulfill the purpose of our study we used qualitative interviews. We have performed interviews with three enrolled nurses between 50 and 57 years of age and four enrolled nurses between 20 and 25 years of age.</p><p>The result was then analyzed with the help of Ingleharts theory “The silent revolution” and the concept of generations. The results showed that there were differences between the two generations. We can´t either on the basis of the small selection of respondents in our study draw any general conclusions. But some differences that show is that the older generation in a larger extent identify with their own occupational role. We also experience that the older are more satisfied with their work situation. They see possibilities to develop in their profession, which the younger don´t. The younger make demands on more possibilities and are more restless then the older generation. From the result we can also see that eatch generation is relative homogeneous. When their is differences between the generations their is often similarites within the own generation. One thing that both generations have in common and that shows clear in the interviews are the importens of empathy and good treatment.</p>

The Swedish old-age care will in the near future face an extensive need to recruit enrolled nurses by virtues of the demographical development. The generation born in the 1940s will soon retire, and at the same time the rest of the population is growing older. One thing that becomes more important in how to draw more people to the old-age care, is to understand how the ones who allready work there experience their own worksituation. The purpose of this study was to find out how enrolled nurses from two different generations experienced their own occupational role and make similarities and differences between the two generations experiences visible. The topics of interest in our study are the respondents own thoughts about their education, their worksituation today, what they think of the future and how they believe others regard their work. To fulfill the purpose of our study we used qualitative interviews. We have performed interviews with three enrolled nurses between 50 and 57 years of age and four enrolled nurses between 20 and 25 years of age. The result was then analyzed with the help of Ingleharts theory “The silent revolution” and the concept of generations. The results showed that there were differences between the two generations. We can´t either on the basis of the small selection of respondents in our study draw any general conclusions. But some differences that show is that the older generation in a larger extent identify with their own occupational role. We also experience that the older are more satisfied with their work situation. They see possibilities to develop in their profession, which the younger don´t. The younger make demands on more possibilities and are more restless then the older generation. From the result we can also see that eatch generation is relative homogeneous. When their is differences between the generations their is often similarites within the own generation. One thing that both generations have in common and that shows clear in the interviews are the importens of empathy and good treatment.

The purpose of this study is to analyze women’s use of digital media in their everyday life and how they reflect on their use. We chose this field of studies because of our interest in the differences and similarities within generational media usage. The study uses two qualitative research methods to receive the empirical material, in form of observations and interviews of twelve women of two different generations. We used theories by Marshall McLuhan and Mark Deuze to analyze the empirical material where we worked inductively to find three themes within the material. The main results in this study display that the use of digital media is not completely reliant on which generation one is born into. Rather, what shows in the results are that the use of digital media is individual and depends on the person. Although, the respondents’ reflections on their digital media use differs between the two generations. Further, there are both similarities and differences within the generations, as well as between them. This study has social relevance and it contributes with an understanding of the media use of different generations of women.

Bakgrund: Den svenska arbetsmarknaden står inför en stor förändring. De snart pensionsfärdiga medlemmarna av Rekordgenerationen (födda 1945-54) är på väg att lämna arbetslivet, samtidigt som den unga MeWe-generationen (födda 1980-89) precis har tagit, eller skall ta, klivet in i företag och organisationer. Forskare menar att ett generationsskifte kommer att medföra ändrade attityder, inställningar och värderingar i samhället och dess institutioner, då varje generations förhållningssätt till livet är unikt. Frågan är hur dessa grundläggande attitydskillnader avspeglas i de olika generationernas sätt att se på ledarskap, och chefens roll, i en organisation. Syfte: Syftet med vår uppsats är att undersöka och jämföra hur attityderna kring ledarskap ser ut bland några medlemmar ur MeWe-generationen respektive Rekordgenerationen. Anledning till att vi valt detta syfte är att vi vill se hur krav, förväntningar och önskningar på chefer kan komma att förändras, i och med genrationsskiftet av arbetskraft i organisationer. Genomförande: I avsikt att ta reda på studiens syfte, har vi genomfört 14 samtalsintervjuer med sju respondenter ur respektive generation. Detta innebär att vår studie grundas i en kvalitativ ansats. Genom undersökningen studerade vi respektive generations attityd kring ledarskap relaterat till tre teman: egenskaper, relation och makt/medbestämmande. Resultat: Vi fann betydande skillnader i attityder kring ledarskap bland Rekordgenerationens respondenter och MeWe-generationens respondenter. Dessa skillnader kan sammanfattas i att MeWe-generationen har en mer relations-orienterad syn på ledarskap, medan Rekordgenerationen är mer organisations-orienterad. Detta innebär att de egenskaper som MeWe-generationen värdesätter hos en chef är att de till exempel ska skapa en god stämning på arbetsplatsen medan Rekordgenerationen vill ha en chef som skapar och upprätthåller struktur. / Background: The Swedish labour market is facing a major change. The members of the Record-generation (born 1945-54) are about to leave their workplaces, while the young MeWe-generation (born in the 1980’s) is ready to start their careers. While each generation is characterized by its own, unique apporach to life and work, researchers claim a shift of generations in the workforce also will change the attitudes in organizations. Thus, the question is whether, and how, the fundamental differences in attitudes of the generations also are reflected in their approach to leadership and a manager's role in an organization. Aim: The purpose of our paper is to examine and compare the attitudes towards leadership among some members of MeWe-generation and some members of the Record-generation. This aim was chosen by us in order to see how the demands, expectations and aspirations of managers may be in for a change when the younger generation is ’taking control’ over the organizations. Method: We have carried out 14 interviews, with seven respondents from each of the two generations. This means we have a qualitative approach. Through our study, we studied each generation's attitude about leadership, related to three themes: traits, relationships and power/influence in the decisions made. Results: We found significant differences in attitudes towads leadership among the Record-generation respondents and the MeWe-generation respondents. The differences can be summarized to that the MeWe generation has a more relationship-oriented approach to leadership while the record generation is more organization-oriented. This means that the MeWe-generation whishes a manager to create a good atmosphere in the workplace, while the Record-generation wants a manager who creates, and maintains, structure and order.