The Phenomenon of Later‐Life Recareering by Well‐Educated Baby Boomers

Rice, Candy K.

doi:10.1002/jpoc.21179

Cited by 8 publications

(3 citation statements)

References 31 publications

(63 reference statements)

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“…This traditional conceptualization of career outcomes is relevant for employees who work in a single company during their whole employment (Wang and Wanberg, 2017). Today, however, individuals move from firm to firm and from job to a job frequently, and they also find themselves in novel employment relationships, such as freelancing (van den Born and van Witteloostuijn, 2013; Kuhn, 2016), temporary and contract working conditions (Davis-Blake and Uzzi, 1993), and recareering or mid-and late-career changes (Wöhrmann et al, 2014;Rice, 2015;Robertson, 2017). Career outcome criteria other than objective career success are therefore more important to contemporary workers.…”

Section: Personal Branding and Career Outcomesmentioning

confidence: 99%

Get Noticed to Get Ahead: The Impact of Personal Branding on Career Success

2019

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There is a growing amount of attention being brought to personal branding as an effective career behavior, but little is known about the factors that predict personal branding behaviors and their outcomes. In two studies (N = 477) across two distinctly different cultural contexts (Western and Asian) based on a newly developed and validated scale of personal branding, we have examined the antecedents and outcomes of personal branding. The findings confirm that personal branding leads to greater career satisfaction, fully mediated by perceived employability. Career achievement aspiration was the strongest predictor of engaging in personal branding, while career feedback negatively related to personal branding intention and career self-efficacy positively related to personal branding but not to personal branding intention. These findings highlight the importance of personal branding as a contemporary career technique in promoting one's personal brand identity to achieve beneficial career outcomes.

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Section: Personal Branding and Career Outcomesmentioning

confidence: 99%

Get Noticed to Get Ahead: The Impact of Personal Branding on Career Success

2019

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“…As synonyms to older talent, some other definitions can be found in academic literature, e.g. "mature knowledge worker" (Pillay et al, 2010), "high career capital worker" (Tempest & Coupland, 2016), "welleducated baby boomer professionals" (Rice, 2015). Therefore, taking into consideration an aging society, older talents is a specific target group as well as managing older talents is a specific object because scientific literature mostly deals with separate functions of older talent management, but lacks of research that provide the general view, especially by investigating the situation in different industries.…”

Section: Discourse On Older Talent Phenomenamentioning

confidence: 99%

Managing older talents in the context of aging society

Vilčiauskaitė¹,

Savanevičienė²,

Navickas³

2020

Economics &Amp; Sociology

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Talents are more important than ever for the successful performance of organizations. The workforce is aging rapidly, and this trend creates both additional challenges for the companies and opportunities for the new directions in the management research. In the context of aging society, there is a lack of studies that analyze career development of older workers and especially older talents. In order to manage talented older employees, companies must reveal and fulfil their expectations and thus further develop their careers. To do so, older talents in later life have the following options: career mobility, workplace mentorship, volunteering, or older entrepreneurship. In order to find what practices are being taken by companies of various business industries in Lithuania to manage older talents, qualitative research strategy was employed. As the main method for the data collection, semi-structured in-depth interviews were adopted. The findings revealed, the majority of the companies support the idea that all their employees are talents, without indicating one particular age group, e.g. older workers. The respondents indicated the most valuable benefits given by the older talents as well as the main challenges that older talents impose in the organization. Older talents have some specific needs in comparison with younger talents, especially in training (which denies one of stereotypes that older workers can't be trained), as well as the need to contribute into the success of the company) and working conditions (e.g. flexibility). When evaluating the practices that are applied specifically to older talents, the most commonly mentioned among the respondents were various mentorship programs.

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“…A growing phenomenon is for baby boomers to change careers (recareering) rather than retiring at the traditional age (Rice, 2015). The results of a study conducted by Valencia (2015) of adults who had earned a graduate degree (masters and doctorate degrees) after the age of 60 indicated a dedication to lifelong learning, a non-retirement mindset, and a desire to remain productive: employed, engaged in charitable work, or engaged in creative activities.…”

Section: Workforce Trainingmentioning

confidence: 99%

Georgia's Senior Citizen Tuition Waiver Program: Literature Review, Pilot Study, Evaluation Proposal, and Recommendations for Future Research

Ariail¹

2017

ger

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Georgia's Senior Citizen Tuition Waiver Program (SCTWP) became law in 1976. This program allows senior citizens age 62 and older to attend University System of Georgia (USG) institutions tuition free. With the ultimate aim of improving the current program, the purpose of the proposed evaluation of the SCTWP is to determine the ongoing implementation of the program including the status of the promotion of the program, the assistance being provided to seniors aimed at facilitating entry into the program, and the level of satisfaction of program participants. Preliminary research indicates that information about the program may be difficult to obtain or misleading, that the program is not actively promoted, that there is a relatively low rate of participation and graduation, and that USG institutions differ in the way they administer the program. Suggestions are provided for conducting a more thorough investigation of the SCTWP's current implementation and efficacy: e.g., by acquiring data through individual interviews, surveys, and/or focus group sessions with current and former program participants and admissions officers; by reviewing the SCTWP content of all USG Web sites and catalogues; and, by determining the awareness by Georgia's senior citizens of the availability of the SCTWP.

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The Phenomenon of Later‐Life Recareering by Well‐Educated Baby Boomers

Cited by 8 publications

References 31 publications

Get Noticed to Get Ahead: The Impact of Personal Branding on Career Success

Get Noticed to Get Ahead: The Impact of Personal Branding on Career Success

Managing older talents in the context of aging society

Georgia's Senior Citizen Tuition Waiver Program: Literature Review, Pilot Study, Evaluation Proposal, and Recommendations for Future Research

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