Preparing Gen Y and Z for the Future of Work Through Co-operative Education

Pretti, T. Judene; McRae, Norah

doi:10.4018/978-1-7998-6440-0.ch005

Cited by 5 publications

(5 citation statements)

References 30 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…• Insufficient Training Opportunities: Many women's co-operatives struggle with a lack of access to training and skill development programs (Jelani et al, 2021;Nade, 2021;Othman et al, 2017;Huang et al, 2015). This can hinder their ability to innovate Hammad et al ( 2016), adapt to market trends Hammad et al ( 2016), and improve the overall efficiency of their operations (Pretti, & McRae, 2021).…”

Section: Skills and Capacity Developmentmentioning

confidence: 99%

The State of Women's Co-operatives in Malaysia: Challenges and Opportunities

Andrew,

Yusuf,

Bujang

et al. 2024

IJAREMS

View full text Add to dashboard Cite

show abstract

Section: Skills and Capacity Developmentmentioning

confidence: 99%

The State of Women's Co-operatives in Malaysia: Challenges and Opportunities

Andrew,

Yusuf,

Bujang

et al. 2024

IJAREMS

View full text Add to dashboard Cite

show abstract

“…The experiences were found to be different in accordance with the legal framework in each country. Specific factors including the socio-cultural and economic factors have affected the interns and cooperative education system in each country differently (Chan, 2021; Chinvorarat, 2001; Devilly et al , 2021; Jackson et al , 2021; Phumphongkhochasorn et al , 2021; Pretti and McRae, 2021; Saunders, 2021; Singsee and Suttawet, 2021). Especially being the Association of Southeast Asian Nations (ASEAN) Economic Community Cooperative Education is, therefore, an appropriate approach to develop graduate quality for higher education institutions.…”

Section: Literature Reviewmentioning

confidence: 99%

Cooperative education during Covid-19 pandemic: enhancing legal rights and professional development of interns in Thailand

Pathak

Laikram

2022

IJDRBE

View full text Add to dashboard Cite

Purpose The study aims at enriching the existing cooperative education sector in Thailand. Adequate cooperative education has direct impacts upon graduates’ future professional development, employability and enhanced professional skills. The cooperative education framework in Thailand is relatively a recent concept and lacks detailed research. Design/methodology/approach The methodology adopted in this study is mixed-method, inclusive of qualitative methodology where data were collected through key informant interviews and; quantitative methodology involving survey questionnaires with a sample of 350 respondents. The data analysis included the quantitative analysis with Chi-square and excerpts from the key informant interview respondents. Additional strength, weakness, opportunity and threat analysis is performed to provide for gaps at various levels of cooperative education and the potential opportunities to the graduates in Thailand. Findings The findings depict a lack of legal framework for effective skill development, uncertain moral and physical security of the interns and absence of legal rights for interns, minimal support and assistance from the government sector, reduced future employability and insufficient financial resources among poorer students. Research limitations/implications Lack of student and cooperative database with the government departments. Practical implications The Thai Qualification Framework has been adopted in a majority of universities, however, the quality assurance does not cover the student’s perspectives, financial and social limitations towards attending the cooperative education. Social implications With enhanced vulnerabilities due to the Covid-19 pandemic, adverse impacts are analysed and recommendations are provided for enhancing cooperative education opportunities towards students. Originality/value This research aims to understand the perspectives of the students who graduated with cooperative education and are currently working professionals.

show abstract

“…An in-depth understanding of the influence of employees' age and generation on the dimensions of demanded work value, work values congruence and organizational commitment has become increasingly preferred for effective organizational management (Areola, Perono & Ilagan, 2021) This is because there were many differences of employees' characteristics from different age groups, such as their working style, decision making and mind-set that will affect organizational performance (Pretti & McRae, 2021). Hence, these differences should be investigated to understand how organization can improve organizational effectiveness by mixing employees' diversity into a more creative and maximum teamwork.…”

Section: Introductionmentioning

confidence: 99%

Comparing Demanded Work Values, and the Relationship between Work Values Congruence and Organizational Commitment between the Gen-X and Gen-Y Employees in Klang Valley, Malaysia

Halim¹,

Aziz²,

Inn³

2021

IJARAFMS

View full text Add to dashboard Cite

The purpose of this study was to identify the relationship between work values congruence and organizational commitment as well as to determine the comparison between demanded work values between generation X (Gen-X) and generation Y (Gen-Y) cohort generation staff in the field of Accounting and Finance in the Klang Valley, Malaysia. This is because information regarding workplace diversity is very important to create a better workplace environment in stimulating organizational effectiveness specially to cater on different age among employees. Therefore, this research used a quantitative, survey and purposive sampling involving established instruments; these include Work Value Inventory (WVI), Work Value Congruence Scale (VCS), and the Organizational Commitment Questionnaire (OCQ). The results of Pearson correlation analysis among 169 respondents showed that there was a significant relationship between the work value congruence and organizational commitment (r = 0.617, k 0.01). In addition, a t-test analysis indicated only six dimensions of demanded work values were significantly different between Gen-Y and Gen-X including management, prestige, nature of supervisor, lifestyle, economic returns, and variety of task. From these, Gen-X had higher mean score in management, prestige, nature of supervisor and lifestyle; meanwhile, Gen Y had higher mean score in economic returns and variety of tasks. This research implies that there is a significant difference between Gen-X and Gen-Y in terms of demanded job values; in which, the congruence work values was significantly correlated with organizational commitment. Therefore, employers need to be more careful and vigilant in managing the job behaviour of Gen-X and Gen-Y employees to ensure that both generations can work as a team and sustain a high level of work performance.

show abstract

Preparing Gen Y and Z for the Future of Work Through Co-operative Education

Cited by 5 publications

References 30 publications

The State of Women's Co-operatives in Malaysia: Challenges and Opportunities

The State of Women's Co-operatives in Malaysia: Challenges and Opportunities

Cooperative education during Covid-19 pandemic: enhancing legal rights and professional development of interns in Thailand

Comparing Demanded Work Values, and the Relationship between Work Values Congruence and Organizational Commitment between the Gen-X and Gen-Y Employees in Klang Valley, Malaysia

Contact Info

Product

Resources

About