Millennials’ Career Attitudes: The roles of Career Anchors and Psychological Empowerment

Aydoğmuş, Ceren

doi:10.6007/ijarbss/v8-i6/4176

Cited by 5 publications

(11 citation statements)

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“…Though these birth years vary in the literature, there is a consensus that they belong to the final two decades of the 20th century (Holmberg-Wright et al, 2017). They grew up during a period marked by rapid technological advancements, globalisation and increased demographic diversity, significantly influencing their life and work priorities and expectations different from previous generations (Aydogmus, 2018;Solomon and van Coller-Peter, 2019).…”

Section: Millennial Professionalsmentioning

confidence: 99%

“…Millennials entered the job market in the early 2000s and navigated employment challenges during the 2007-2008 global financial crisis (Aydogmus, 2018;Solomon and van Coller-Peter, 2019). Today, they constitute the second youngest generation of employees (Deloitte, 2022a;Gabrielova and Buchko, 2021) and represent the largest cohort in the American workforce (Fry, 2018).…”

Section: Millennial Professionalsmentioning

confidence: 99%

“…Today, they constitute the second youngest generation of employees (Deloitte, 2022a;Gabrielova and Buchko, 2021) and represent the largest cohort in the American workforce (Fry, 2018). Millennial professionals, synonymous with millennial knowledge workers (Aydogmus, 2018(Aydogmus, , 2019, now occupy positions at every level within the organisations, with some already in senior leadership roles (Gabrielova and Buchko, 2021;Franklin, 2015). Concurrently, the number of seasoned employees nearing retirement is increasing, intensifying the urgency to attract and retain millennial talents (Papavasileiou and Lyons, 2015).…”

Section: Millennial Professionalsmentioning

confidence: 99%

“…For those with technological exposure from an early age, it has empowered them to swiftly learn, adapt, create innovative technical solutions (Aydogmus, 2018;Krishnan and Kakada, 2022) and access up-to-date information effectively (Hershatter and Epstein, 2010), making them valuable assets to organisations (Krishnan and Kakada, 2022). Furthermore, active involvement in social media equips them with proficiency across various platforms for customer engagement and company public relations, skills that older generations may not possess to the same extent (Kapoor and Solomon, 2011;Mahmoud et al, 2020).…”

Section: Impact Of Technologymentioning

confidence: 99%

“…The idea is that these insights would empower organisations to customise their offerings to align with the specific requirements of the talents they need, thereby enhancing their capacity to attract and retain them (McKinsey, 2022). Some of the proposed solutions supporting this workplace adaptation approach include modifications to work practices and company policies (Gandy et al, 2018), endorsement of technological innovations (Krishnan and Kakada, 2022), the establishment of career management systems (Aydogmus, 2018) and promotion of work-life balance and job flexibility (Mahmoud et al, 2020) and more.…”

Section: Workplace Adaptationsmentioning

confidence: 99%

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The significance and challenges of turnover and retention of millennial professionals

Minzlaff,

Palmer,

Fillery-Travis

2024

JWAM

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PurposeThis paper aims to provide readers with a comprehensive overview of the current state of the millennial literature, highlighting the significance and challenges of millennial professionals, their reported high turnover and the various recommendations designed to engage and retain them.Design/methodology/approachAn integrated review approach was applied to synthesise contemporary peer-reviewed articles, supplemented by legacy and grey literature and relevant book chapters, to comprehensively explore and construct a cohesive overview of the current research on the millennial workforce.FindingsWithin the wealth of available information, examining the various studies on millennial turnover reveals diverse theories, evidence and opportunities for advancement, underscoring the necessity for more robust empirical studies. The investigation identified three overarching retention strategy themes: (1) intergenerational conflict management, (2) workplace adaptations and (3) solutions rooted in a protean career orientation. In alignment with protean career concepts, coaching shows promise as an underexplored option.Practical implicationsThis article holds practical significance by offering researchers a comprehensive and cohesive overview of the millennial literature. Additionally, it gives organisations a novel perspective on the crucial role coaching can play in engaging and retaining millennial employees.Originality/valueThe increased focus on retaining millennial workers in recent decades has spurred a proliferation of articles and books on this subject. However, this body of research remains fragmented, lacking an overview that provides a clear picture of its current state. This review aims to bridge this gap.

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Section: Millennial Professionalsmentioning

confidence: 99%

Section: Millennial Professionalsmentioning

confidence: 99%

Section: Millennial Professionalsmentioning

confidence: 99%

Section: Impact Of Technologymentioning

confidence: 99%

Section: Workplace Adaptationsmentioning

confidence: 99%

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The significance and challenges of turnover and retention of millennial professionals

Minzlaff,

Palmer,

Fillery-Travis

2024

JWAM

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Psychological empowerment an antecedent to career satisfaction: modeling affective commitment as a mediator and resilience as a moderator

Aggarwal,

Singh,

Srivastava

2024

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PurposeThe study, grounded on the social cognitive career theory, seeks to analyze the upshot of psychological empowerment on career satisfaction via affective commitment. The study also aims to examine the impact of the interplay among affective commitment and resilience on the career satisfaction of Indian service industry professionals.Design/methodology/approachIn this study, the data has been collected from 277 employees using standardized measures from the North Indian service industry. To test the proposed model, Analysis of Moment Structures (AMOS) (Hayes, 2013) was utilized.FindingsThe outcomes of the study offered substantial support for the theorized link between psychological empowerment, affective commitment, resilience and career satisfaction. The outcomes confirmed an affirmative association concerning psychological empowerment and career satisfaction through affective commitment as a mediator and resilience as a moderator. The study concludes that the workforce with extraordinary resilience will perceive a stronger influence of psychological empowerment on career satisfaction.Practical implicationsThe study offers a few pertinent inputs for the organizations operating in high-power distance culture to comprehend the role of psychological empowerment and “resilient attributes” of personality in developing a sense of career satisfaction amongst Indian service sector employees.Originality/valueThe present research examines the association between psychological empowerment, affective commitment, resilience and career satisfaction for the first time as mediated moderation model and the same has neither been examined theoretically or empirically.

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Examining the effects of remote work arrangements implemented during the COVID-19 pandemic on the overall wellness of employees at Botswana Unified Revenue Services (BURS)

Chiguvi,

Keneilwe Bakani,

Thuso Sepepe

2023

IJRBS

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During the initial years of the 1990s, there was an expectation that the practice of working from home (WFH) would become a customary mode of work, offering advantages to organizations in terms of job performance and employee contentment. The concept of working from home (WFH) has gained significant traction in response to the COVID-19 pandemic, primarily because to its potential to ensure the continuity of organizations under certain circumstances. The primary objective of this study is to examine the effects of remote work arrangements implemented during the COVID-19 pandemic on the various dimensions of employee well-being in Botswana. Specifically, the case of the Botswana Unified Revenue Service (BURS) will be utilized as a focal point for analysis. The study utilized a descriptive qualitative research approach, including in-depth interviews to collect data from a sample of 18 employees of BURS who were engaged in remote work during the COVID-19 lockdown. The researchers employed a non-probability sampling technique and conducted a theme analysis to analyze the data. The findings of the research suggest that working from home (WFH) offers several advantages, including the ability to sleep for extended periods and enhanced concentration. Additionally, the flexibility and autonomy provided by working from home allow individuals to avoid distractions commonly encountered in open-office environments. However, the study also highlights certain challenges associated with WFH, such as disruptions caused by family members and feelings of isolation. The study suggests the need for further research to be conducted on the effects of remote employment in Botswana. This research would provide valuable insights for policymakers in navigating the challenges posed by the Covid-19 pandemic and its aftermath.

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Millennials’ Career Attitudes: The roles of Career Anchors and Psychological Empowerment

Cited by 5 publications

References 0 publications

The significance and challenges of turnover and retention of millennial professionals

The significance and challenges of turnover and retention of millennial professionals

Psychological empowerment an antecedent to career satisfaction: modeling affective commitment as a mediator and resilience as a moderator

Examining the effects of remote work arrangements implemented during the COVID-19 pandemic on the overall wellness of employees at Botswana Unified Revenue Services (BURS)

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