Index
Eddy S. Ng
(Rowe School of Business, Dalhousie University, Halifax, Canada)
Sean T. Lyons
(Department of Business, University of Guelph, Guelph, Canada)
Linda Schweitzer
(Sprott School of Business, Carleton University, Ottawa, Canada)
ISBN: 978-1-78754-414-7, eISBN: 978-1-78714-583-2
Publication date: 15 February 2018
This content is currently only available as a PDF
Citation
Ng, E.S., Lyons, S.T. and Schweitzer, L. (2018), "Index", Generational Career Shifts, Emerald Publishing Limited, Leeds, pp. 135-139. https://doi.org/10.1108/978-1-78714-583-220181008
Publisher
:Emerald Publishing Limited
Copyright © 2018 Emerald Publishing Limited
INDEX
Advancement
, 60
Age effect
, 10–11
Altruism
, 51–52
Altruistic work values
, 46, 51
Analysis of variance (ANOVA)
, 52, 56
“Baby Boom Echo”
, 4
Baby Boomers
, 3–4, 6, 7, 9, 11, 16, 24, 25, 32, 66–67, 75, 97, 104, 107, 116
reputation
, 29
See also Gen Xers; Millennials; Veterans
“Baby Bust”
, 4
Boundaryless careers
, 31, 32, 95–96
Boundaryless mindset
, 31
Canadian workers generation
, 77
Career experiences
, 16–17
career events
, 82–88
career patterns
, 77–82
findings in studies
, 77
generational differences in
, 76–77
generations
, 73–76
modern career
, 72–73
pivotal career moments
, 88–91
Career outcomes
, 17–18, 95, 98
career satisfaction
, 102–105
inter-generational comparison of career satisfaction
, 105
intergenerational differences
, 97, 101
met expectations
, 97–102
meta-analysis
, 96–97
objective and subjective
, 96
work–life balance
, 105–108
Career(s)
, 71, 73
achievement
, 63, 66–67
anchors
, 33–36
changes
, 87, 89
concepts
, 12–14, 21
confidence
, 28
construction theory
, 73
decisions
, 46
events
, 82–88
identity, planning, and resilience
, 22–24
ladder
, 72
literature
, 96
Millennials’ career expectations
, 36–41
modern
, 30–33, 71–73
modern career perspectives
, 30–33
paths
, 72
patterns
, 72, 76, 77–82
researchers
, 72
salience
, 25–26
satisfaction
, 102–105
self-efficacy
, 28–30
success
, 96
work locus of control
, 26–28
“Chutes and ladders” model
, 72
Cognitive work values. See Intrinsic work values
Cohort effect
, 11
Comfort values
, 49
Continuous learning
, 63, 68
Convenient hours of work
, 57–58, 60
Curvilinear trends
, 50
Data collection method
, 49
Demography, changing
, 2
Early-career Millennials generation
, 76
Economic data
, 76
Employee movement, creating paths for
, 112–113
Employers, implications for
, 18–19
Employment
characteristics of sample in study
, 15
relationship
, 71
Extrinsic work values
, 46, 49–50
Feedback
, 57, 63, 65
Flexibility
, 65–66
Follow-up t-tests
, 56
Freedom
, 68
Gen Xers
, 3–4, 6, 7–8, 9, 12, 16, 18, 25–27, 32, 36, 65–66, 97, 99, 102, 107, 114–116
career
, 75
employees
, 19, 111
See also Baby Boomers; Millennials; Veterans
Generation X. See Gen Xers
Generation Y
, 3–4
Generation(s)
, 2, 4, 9
age effect
, 10–11
Baby Boomers (1946–1964)
, 7
career concepts
, 12–14
career experiences
, 16–17
career outcomes
, 17–18
cohort effect
, 11
demographic profile of sample in study
, 13–14
employment characteristics of sample in study
, 15
Gen Xers (1965–1979)
, 7–8
identification
, 5
implications for employers
, 18–19
Matures (before 1945)
, 5–7
Millennials (1980–1992)
, 8–9
period effect
, 11
by researchers in United States
, 6
size in Canada
, 6
study
, 11–12
work priorities
, 14–16
in workplace
, 3
Generational career shift
, 69
Generational differences
, 18, 99
altruistic work values
, 51
in career commitment components
, 23
in career experiences
, 76–77
extrinsic work values
, 49–50
intrinsic work values
, 47–48
management
, 3
prestige work values
, 50
social work values
, 50–51
in work values
, 47
Generational effect. See Cohort effect
Generational gaps
, 67–68
Generational studies
, 1–3
“Gig economy”
, 8
In-depth interviews
, 77
Instrumental work values. See Extrinsic work values
Interesting work
, 68
Intergenerational differences
, 97, 101
Intrinsic work values
, 45, 47–48
Jobs
, 65, 72
change
, 77
security
, 49, 68
Labor force
, 74
Labor market
, 74–75
Legacy, leaving
, 67
Lyons Work Values Inventory
, 47
Matures
, 4–7, 11, 16, 24, 32, 97, 99, 102, 104
Met expectations
, 97, 98–102
Mid-career
, 74
Millennials
, 4, 6, 8–9, 12, 26, 29, 32, 63–65, 75, 102, 104, 107, 111, 114
career expectations
, 36–41
high expectations
, 117–118
looking for direction
, 116–117
See also Baby Boomers; Gen Xers; Veterans
Minnesota Importance Questionnaire
, 47
Mobility
, 76
Modern careers
, 30–33, 71–73
Multiple jobs
, 72
Nexus Generation
, 115
Non-traditional work arrangements
, 71
Organizational change
, 77
Organizations
, 71
Pairwise comparison
, 56
Part-time work
, 71
Period effect
, 11
Personal growth
, 51
Pivotal career moments
, 88–91
“Plug-and-play” employees
, 71
Post-war economy
, 74
Prestige values
, 46
Prestige work values
, 50
Promotion
, 77–78
Protean careers
, 31, 32, 95–96
Psychological needs
, 45–46
Recognition
, 68
Return on investment (ROI)
, 95
Reverse mentoring
, 117
Salary
, 49, 63
Self-enhancing and social aspect
, 63–65
“Serial careers”
, 72
Shifting responsibility for career management
, 72
Social cognitive career theory (SCCT)
, 28
Social unit
, 1
Social work values
, 46, 50–51
Status values. See Prestige values
Supervisory support
, 63
Temporary jobs
, 71
Traditional career environment
, 73–74
Traditional careers
, 30–31
Unemployment rates
, 74
Veterans
, 3–4, 6
See also Baby Boomers; Gen Xers; Millennials
Work arrangements
, 88
Work aspects
, 45, 46, 68–69
Work conditions
, 65
Work environment
, 65
Work locus of control
, 26–28
Work priorities
, 14–16, 45, 60, 113–114
inter-generational differences
, 61–63
Work value priorities
, 45
Baby Boomers
, 66–67
categories
, 45–46
convenient hours of work
, 57–58
Generation Xers
, 65–66
generational career shift
, 69
generational gaps
, 67–68
mean generational work value priorities
, 53–55
measurement
, 47
Millennials generation
, 63–65
priorities of generations
, 58–61
ratings of generation
, 52–56
ratings of work priorities
, 64
social work values
, 51–52
staying relevant, leaving legacy
, 67
work aspects
, 68–69
work values findings in studies
, 52
Work values
, 45, 46, 52, 69
findings in studies
, 52–63
generational differences
, 47–51
Work-related outcomes
, 45
Workforce
Baby Boom generation
, 7
Gen Xers
, 7–8, 116
Matures in
, 5, 73
Worklife Balance
, 65–66
Working conditions
, 51
Work–life balance
, 49, 66, 105–108
Workplace, generations in
, 3–19