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dc.contributor.authorParker, Catherine C.en_US
dc.date.accessioned2008-05-13T19:21:54Zen_US
dc.date.accessioned2009-10-19T16:30:22Z
dc.date.accessioned2020-06-22T14:32:40Z
dc.date.available2008-05-13T19:21:54Zen_US
dc.date.available2009-10-19T16:30:22Z
dc.date.available2020-06-22T14:32:40Z
dc.date.issued2008-05-13T19:21:54Zen_US
dc.identifier.otherOCLC 187888641en_US
dc.identifier.urihttp://hdl.handle.net/20.500.12648/782en_US
dc.description.abstractA study was conducted with 543 SUNY New Paltz alumni representing three generations to determine if there were generational differences in attitudes about work life balance. A paper and pencil survey was mailed to 3000 potential participants containing questions regarding perception of work life balance, engagement in individual initiative behavior and work life balance program usage and perceived risk. Significant differences in engagement in individual initiative behavior, perceptions of risk and program usage were found between Baby Boomers and Millennials. Significant differences in program usage were found between Baby Boomers and Gen X’ers. Some surprising results were found. There were no significant results for gender differences for perceived work life balance across the generations and the result for work life balance by generation only approached significance. This result possibly suggests a more complex relationship between gender, age, and work life balance. Alternative explanations such as age, familial responsibility and gender are discussed. Implications for further research were discussed including possible barriers to usage of work life programs for Baby Boomers and men of all generations.en_US
dc.description.sponsorshipUnited University Professionsen_US
dc.language.isoen_USen_US
dc.subjectWorken_US
dc.subjectAttitudesen_US
dc.titleGenerational differences in work life balance attitudesen_US
dc.typeThesisen_US
refterms.dateFOA2020-06-22T14:32:40Z
dc.description.institutionSUNY College at New Paltz


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