Technological innovations in the work environment and the career of the millennium generation

Abstract

Purpose The purpose of this paper is to identify the relationship of career anchors with three aspects: the millennials’ professional skills, the millennials’ awareness of the replacement of jobs with new technologies and the technological stress in the millennials’ working environment. Design/methodology/approach The responses of 200 questionnaires were analyzed using descriptive and variance analysis techniques. Findings Among the three hypotheses raised, two were confirmed, showing that these young people recognize the development of professional skills through new technologies, but are not highly sensitive to the stress associated with technological innovations. Originality/value The paper contributes to a recent debate, which emphasizes the impact of the application of new technologies on the nature of study and employment levels.

Career management in digital age: a study of leadership’s competencies and practices applied for IT professionals

“…This positive work environment can also be measured by the degrees of engagement that organizations are able to obtain from employees. Nine constructs are considered critical to an organizational environment according to the impacts of employees' affiliative commitments to the organization: organizational commitment, meaning of work, social responsibility, compensation, work -life balance, learning and development, professional growth opportunities, leadership, and peer relationships (Silva et al, 2013;Veloso et al, 2020). This categorization of generations is not unanimous among international studies since Epstein (2010, 2016) understand that Generation Y or Millennials is the one who entered the labor market in 2004.…”

“…InVivo -Frequent communication between manager and employees (Coda, 2016;Silva et al, 2013;Veloso et al, 2020).…”

“…InVivo -Location and flexible hours as a factor in retaining people (Kim, Williams, Rothwell, Penaloza, 2014). It is identified through the degrees of relevance of the analyzed CMPs, that the aspects of the form of career orientation between leader-leader have been modified in the sense of the frequency of communication, being the 2nd highest degree (Coda, 2016;Silva et al, 2013;Veloso et al, 2020) a need to revitalize the Career Plan (Ferreira, 2015), promoting it for the inclusion of the sense of belonging, space in the organization in the long term, combined of a promotion of Career Protagonism by the employee . Above all, the connection with technologies considered as Third Platform (Gartner Research, 2012), stands out with 1st degree of relevance for career managers to not only identify the need, but also provide space for the development of people by the practice of Capacity Building and Training Diagnostic (Coda, 2016e Ferreira, 2015.…”

Seçilmiş Firmaların Web Sitelerinin Online İşe Alım ve Sürdürülebilirlik Göstergeleri Açısından İncelenmesi

“…To develop new products in sustainable companies, employees need to develop their entrepreneurial characteristics. For this, bringing employees together in online platforms through HRM and career web pages is of great importance in creating creative ideas (Souza et al, 2020;Veloso et al, 2020). Innovation, developmentoriented policies, and technological competencies are developed in organizations, and thus, sustainable organizational innovation has a high potential to transform technology, products, and the market.…”

Innovative leadership characteristics of Generation X and Y nurses: A cross‐sectional study

“…Generation X nurses, enriched by their experiences, provide pragmatic solutions and a conducive environment for innovation. In contrast, Generation Y, with a tech‐savvy approach, is poised to lead the integration of technology in nursing, advocating for continuous learning and sustainable practices (Veloso et al, 2020; Waltz et al, 2020).…”