Career anchors and values from different career management perspectives

Abstract

Purpose -To analyze the relationships between career anchors and young Generation Y professionals' values, from the career concept perspective.Design/methodology/approach -Research concerning the proposed objective was carried out through quantitative research involving 189 Business Administration majors from a Catholic university in São Paulo, Brazil. We used two instruments to identify the career anchors and values of respondents: Schein (1990) and Schwartz (1994), respectively. We used statistical techniques to explore the relationships between career anchors and values.Findings -Among the results, mention should be made to the statistical relationships found between analyzed career anchors and values. It is also important to stress that, although the Lifestyle career anchor was predominantly present in the conglomerate division, this anchor was the predominant characteristic in the differentiation of the smaller group of respondents, the new career group. The General Management Career Anchor, which presents a lower incidence, is the predominant characteristic of the larger group, referring to organizational careers. As well as the Lifestyle career anchor, the Hedonism value was predominant among respondents.Originality/value -The need to consider the following was found: Generation Y presents generational characteristics that drive people management to propose work structures that offer activities to generate learning, pleasure, self-fulfillment and conciliation between work and personal life.

Profile and entrepreneurial intention of nursing students: a comparison between Brazil and Chile

“…When relating the desire to continue studies to the home with the family, we could also infer associations in the insecurity of these students regarding the future and the need to maintain family and economic ties, thus preserving the standard of quality of life offered by parents and guardians. Young people born after 1986, also called "millennials", have generational characteristics (generation Y) that require, in addition to learning, pleasure and self-realization, as well as reconciliation of personal life with obligations (23)(24) . This would also explain personal satisfaction as a determining factor for the choice of the majority of students in both countries.…”

“…Although most nursing students maintain contact with enterprising family members (Brazil 37.1%; Chile 27.6%), absence of association with entrepreneurial intentions in this sample contradicts previous studies on subjective cultural norms that consider that family members can shape individual intention towards entrepreneurship (28)(29) . Considered first generation to attend higher education, the business experience of family members experienced by most of these students are probably related to greater effort, high responsibility and low financial return, distancing themselves from the ideals of these students (23) .…”

Looking for a Fulcrum- Are Preferred Work Values Different for Four Generation Cohorts Co-existing in the Labour Market of Poland?

“…Contemporary trends in the global labor market are characterized, among other things, by a significant diversity of employees in terms of multigeneration. The demographic situation in Poland is designated by the process of progressive aging of the society, which results in the simultaneous presence of representatives of four generations of workers on the labour market -Baby Boomers, X, Y, and Z. Generational affiliation is believed to have a significant impact on the approach to work, life, and preferred values (da Silva et al, 2016).…”

Nursing career anchors and professional exercise: is there alignment?

“…They can be influenced by generational characteristics, considering that each generation was marked by a career model and specific work aspects (4) . Thus, it is worth mentioning that the Baby Boomers Generation (born between 1946 and 1964) includes workers who are motivated and optimistic about their occupations, choosing to value their status and career growth within the company to which they are linked.…”

“…Generation X workers (born between 1965 and 1985) defend the idea of more informal work and development of skills to guarantee employability, since they cannot count on stability in companies. Generation Y workers (born between 1986 and 1999), as they were born in the age of information and communication technologies, and grew up in a scenario of economic instability, became less concerned with labor issues, because they understand the lack of guarantees and the labor market more volatile (4)(5) .…”