WORK PREFERENCES AND PERCEPTIONS : GENDER AND EDUCATION DIFFERENCES FOR MILITARY AND NON-MILITARY CAREERS

Abstract

The study investigates the effect of gender and education differences on students' work value preferences and perception of the ability of their ideal companies/organizations and Mindef in providing what they prefer in a job. Herzberg's two-factor theory of intrinsic and extrinsic work values was used. Indigenous work values were gathered from several interviews with Mindef applicants and added onto Herzberg's list of factors, which then formed a questionnaire to tap the students' work value preferences and perceptions. A total of 168 tertiary students from Junior College, Polytechnics and University took part in the study. Contrary to recent studies done in the West, males and females differed in their work value preferences. Gender differences were found to predict students' work value preferences better than education differences. In addition, the higher educated females preferred intrinsic work values more than extrinsic ones. On the other hand, neither gender nor education differences were able to predict students' perception of the availability of work values in their ideal companies/organizations. Both sexes were not optimistic regarding the capability of their ideal companies/organizations in providing what they favor. Significant education differences were found for the students' perception of availability of work values in Mindef. The Junior College group held more positive perception of Mindef than the other two groups. No differences in perception were recorded between the sexes. Although both ideal companies/organizations and Mindef were not able to meet the students' work value preferences, Mindef was found to be not comparable with the ideal companies/organizations in their ability to provide work values. The results are discussed and implications are explored in terms of Singapore context when possible. Limitations of study are listed together with suggestions for further research. In addition, a framework is proposed for understanding occupational and company/organization selection.