Last. Lisa K. J. Kuron(WLU: Wilfrid Laurier University)H-Index: 6
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ABSTRACTWe approach generational identity in the workplace as a social identity simultaneously linked to biological and historical location. We outline a dynamic social-ecological model of generati...
We examined several career concepts, including career identity, planning and resilience, career salience, work locus of control, modern career orientations, career self-efficacy, and career anchors, as well as the expectations of pre-career Millennials. Overall, our study shows significant intergenerational differences across many of these concepts. For example, Matures identified with their careers more than other generations, which suggests that work plays a more central role in their lives. M...
#2Sean T. Lyons(U of G: University of Guelph)H-Index: 20
Last. Anthimos Georgiou(International Management Institute, New Delhi)H-Index: 1
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Although work values are important psychological variables in organisations, little research has been done to clarify the way in which work values are conceptualised. We address the need within the field to understand and engage with wider debates within social science literature by presenting an up-to-date review of work values in tourism research and a synthesis of paradigms pertaining to established value models and theories. We reconceptualise work values as a second-order projection of intr...
The cohort of young workers born between 1980 and 1995 has been given a wide range of labels by various authors and commentators, including “Millennials” (Strauss and Howe 1991), “Generation Y” (Johnson and Johnson 2010),“Gen Me” (Twenge 2006), “Nexters” (Zemke et al. 2000), “the next great generation” (Howe and Strauss 2000), and the “nexus generation” (Barnard et al. 1998). In recent years, they have earned an unfortunate new moniker: “generation screwed” (Girod and Shapiro 2012). This epithet...
Purpose This study investigates the relationship between “new career” profiles (Briscoe and Hall, 2006) and two sets of career factors: agency (i.e. career commitment, self-efficacy, and work locus of control), and career attitudes (i.e. salience and satisfaction). Thus, the purpose of this paper is to understand whether career profiles are a valuable way to understand careers in the modern career era, and if so, which profiles exist, and what differences exist across the profiles. Design/method...
Much of the extant research concerning generations in the workplace relies on objective definitions of generational groups based on birth years. This research has produced highly mixed and contradictory results, raising significant questions about the legitimacy of generations as a workplace phenomenon. In this qualitative study, we sought a more nuanced and subjective conceptualization of generation as a basis for social and individual identity in organizations. Through in-depth interviews with...