Social and economic sustainability of countries globally largely depend on how well educational structures are capable of empowering future generations with skills and competencies to become autonomous and active citizens. Such competency is future planning, which is vital in the identity formation of youth in their developmental phase of emerging adulthood. The article below attempts to elaborate a predictive model of future orientation based on current and future norms, future interest and concern. The model was tested on a sample population of business school students (N=217) in their emerging adulthood. Norm acceptance ranking proved to be different for present and future times. Amongst a number of contextual variables shaping the formation of future plans concern has been found to hold the strongest predictive power.
Entrepreneurship is widely accepted to be the engine of development. In the era of massive changes in the employment patterns and the emergence of self-employment, it is increasingly important to guide graduates towards self-employment. At the same time, the low intensity rates of youth in active citizenship behaviour require some intervention from higher education institutions. They are ideal settings for training and career guidance, especially if the curriculum contains elements of entrepreneurial orientation. The present article inquires into the motivation of graduates to choose the entrepreneurial path, with special emphasis on two variables, active citizenship and the concept of calling, which is novel in the career development literature.
The Public Service Motivation Theory (PSM) turned up in the USA in the 90's, the European civil services applied the PSM concept later. Very few studies addressed the PSM in Hungarian context. One of those prepared a PSM model adapted to Hungarian public service. In this study, we develop and complete this model with job security as new variable. We use the PLS-SEM method to analyze the representative database of ISSP. According to our result, the job security can be adapted to the previous PSM model. We also identify the direct and indirect effects of job security on the other variables of the model. The results of this study can be adapted in human resource management of the Hungarian public administration. Therefore, we suggest the public policy makers to confirm the motivation and job security among the public sector employees.
At the threshold of a Fourth Industrial Revolution, a combination of factors will cause business model disruptions triggering a simultaneous impact on the employment landscape over the coming years. The changes will affect the employment scenery across various industries, ranging from significant job creation to job displacement, and from heightened labor productivity to widening skills gaps. As a reaction to this volatile and unpredictable work environment, where individuals are compelled to mind their own careers and stable long-term employment is not granted for anyone, vocational psychology, educational institutions and educators are urged to address the issues of employability.The current paper discusses the reasons leading up to the evolving world of employment and the stances/options that institutions and individuals can take to tackle the situation.
Workforce diversity management is fast becoming a significant component of in Multinational Corporations because it has outstanding benefits on inclusive workplace climate leading to improved work outcomes. The paper provides a conceptual background of the significance and implications of diversity management and inclusion, followed by a proposed insider research design. An employee perception focused approach is discussed that is believed to best capture the efficiency of diversity management and inclusion. Recommendations complement the conceptual framework and critical analyses.
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