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1 – 10 of over 41000Linda Schweitzer, Sean Lyons, Lisa K.J. Kuron and Eddy S.W. Ng
The purpose of this paper is to investigate the gender gap in pre-career salary expectations. Five major explanations are tested to explain the gap, as well as understand the…
Abstract
Purpose
The purpose of this paper is to investigate the gender gap in pre-career salary expectations. Five major explanations are tested to explain the gap, as well as understand the relative contribution of each explanation.
Design/methodology/approach
Data were collected from 452 post-secondary students from Canada.
Findings
Young women had lower initial and peak salary expectations than their male counterparts. The gap in peak salary could be explained by initial salary expectations, beta values, the interaction between beta values and gender, and estimations of the value of the labor market. Men and women in this study expected to earn a considerably larger peak salary than they expected for others.
Research limitations/implications
Cross-sectional data cannot infer causality, and the Canadian sample may not be generalizable to other countries given that an economic downturn occurred at time of data collection. Research should continue to investigate how individuals establish initial salary expectations, while also testing more dynamic models given the interaction effect found in terms of gender and work values in explaining salary expectations.
Practical implications
The majority of the gender gap in peak salary expectations can be explained by what men and women expect to earn immediately after graduation. Further, women and men have different perceptions of the value they attribute to the labor market and what might be a fair wage, especially when considering beta work values.
Social implications
The data suggests that the gender-wage gap is likely to continue and that both young men and women would benefit from greater education and information with respect to the labor market and what they can reasonably expect to earn, not just initially, but from a long-term perspective.
Originality/value
This study is the first to simultaneously investigate five theoretical explanations for the gender gap in pre-career expectations.
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Jessica L. Hurst and Linda K. Good
The transition from higher education to employment is a major life change for many college seniors (currently, the Generation Y cohort). The purpose of this paper is to enhance…
Abstract
Purpose
The transition from higher education to employment is a major life change for many college seniors (currently, the Generation Y cohort). The purpose of this paper is to enhance the understanding of Generation Y and to present new insights regarding Gen Y's retail career expectations, perceptions of retail careers, future psychological contract/entitlement perceptions of retail careers, and career exploration of the US retailing industry.
Design/methodology/approach
Utilizing quantitative research methods via an on‐line survey, the authors examined 193 Gen Y college seniors' retail career perceptions and expectations, and explored the influence these factors have on future psychological contract/entitlement perceptions of employer‐employee obligations and retail career exploration from nine US universities.
Findings
College seniors' pre‐entry retail job expectations, perceptions of retail careers, and future psychological contract/entitlement perceptions of employee obligations were significant predictors of career exploration; college seniors' preconceived notions of retail careers, combined with what they feel they would owe their future employer, are instrumental in determining retail career exploration decisions.
Research limitations/implications
Findings suggest directions for university faculty, academic advisors, and industry practitioners on facilitating college seniors' transitions from higher education to the world of work by suggesting recruitment strategies that can attract, retain and motivate Gen Y.
Originality/value
The findings provide useful criteria for organizational development strategies to assist with the transition from higher education to the workforce and may also improve the success of recruiting Gen Y employees. In addition, the conceptualization of psychological contracts (i.e. entitlement perceptions) differentiates this study from prior psychological contract research.
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Haiyan Kong, Sujuan Wang and Xingxing Fu
This paper aims to explore the influence of career expectations on job satisfaction of Generation Y, as well as the mediating effect of career expectations on the relationship…
Abstract
Purpose
This paper aims to explore the influence of career expectations on job satisfaction of Generation Y, as well as the mediating effect of career expectations on the relationship between hotel career management (HCM) and job satisfaction.
Design/methodology/approach
Data were collected from the main tourist cities in China with Generation Y employees working in the hospitality industry as the target population. A total of 442 valid questionnaires were obtained, and structural equation modeling was used to examine the relationships among the constructs.
Findings
HCM contributed positively to employees’ career expectation and job satisfaction. Career expectation was positively related to job satisfaction, as well as mediated the relationship between HCM and job satisfaction.
Research limitations/implications
This study is limited by the use of self-reported data in the cross-sectional design because all participants filled out the questionnaires by themselves. The use of convenience sampling method presents another limitation for this study.
Practical implications
This study may serve as a guide for managers and policymakers. First, this study highlights the importance of effective career management activities. Second, this study may help hotels retain the qualified staff members. Third, this study may help hotel managers respond to the career expectation of their young employees.
Social implications
The meditating effect of career expectation highlights its importance in the career management system. The main force of market labor is Generation Y, who are known for their high career expectation and their emphasis on their career development. The findings indicate that both extrinsic and intrinsic value factors provide greater contributions to job satisfaction than prestige and stability factors. Therefore, hotels must provide a stable working environment, and care more on employees’ intrinsic value. Aside from providing high compensation, employers should also provide career growth opportunities and challenging job to their employees, as they are important motivational factors. By providing tailor-made career activities, hotel managers may satisfy the career expectations and enhance the job satisfaction of young employees, which, in turn, leads to a mutually beneficial situation for both managers and employees.
Originality/value
This study explores the predictors and outcomes of career expectations of Generation Y employees. It highlights the importance of meeting the career expectations and also shows initial evidence on the mediating effect of career expectation. The findings of this study may provide useful guidance to both hotel operators and employees.
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Huda Masood, Mark Podolsky, Marie-Helene Budworth and Stefan Karajovic
The purpose of this mixed-methods study is to examine the motivational determinants and contextual antecedents of individual job crafting behaviors.
Abstract
Purpose
The purpose of this mixed-methods study is to examine the motivational determinants and contextual antecedents of individual job crafting behaviors.
Design/methodology/approach
The current research uses the mixed-methods design to elucidate the relationship between career outcome expectations and different forms of job crafting through external regulation. In Study 1, surveys were collected and analyzed from 151 employees across occupations and ranks using purposeful sampling approach. In Study 2, interview data were thematically analyzed to add complementarity and completeness to the findings.
Findings
In Study 1 (n = 151), a direct relationship between career outcome expectations and different forms of job crafting was established. Mediation analysis indicated an indirect relationship between career outcome expectations and approach crafting through external-social regulation. The authors found support for the accentuating role of turnover intentions on career outcome expectations and external social and material regulations. In Study 2 (n = 25), a thematic analysis of semi-structured interviews confirmed that when employees experience unfulfilled career expectations, employees attempt to realign the work situations. Such expectations may be tied to various forms of work-related external regulations and may lead to job crafting behaviors. The individuals depicted these behaviors while experiencing turnover intentions.
Originality/value
The current study brings together literature from job design, motivation and careers to consider the role of career expectations and external regulation in predicting job crafting behaviors. Taken together, the findings unearth the cognitive and contextual antecedents of job crafting.
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Richard D. Cotton and Yan Shen
The purpose of this paper is to identify key developmental relationships for career‐spanning success and to examine relational models and support expectations associated with…
Abstract
Purpose
The purpose of this paper is to identify key developmental relationships for career‐spanning success and to examine relational models and support expectations associated with these relationships. The paper creates propositions associating developer‐protégé schema congruence and incongruence to relevant outcome variables.
Design/methodology/approach
Study 1 employed qualitative coding of developers identified in 77 hall of famer induction speeches and Study 2 used a cross‐industry survey of 425 respondents to assess the relational model and support expectations associated with the seven most highly‐cited developer roles from Study 1.
Findings
Study 1 identified these highly‐cited developer roles as a CEO, manager, work teammate, friend, spouse, parent, and unmet hero/idol. Study 2 described the expected relational models associated with these roles and found significant differences in the relational model and support expectations associated across roles.
Research limitations/implications
While study 1 focused on a primarily male sample using retrospective data, it generalized and extended previous research on key developer roles for extraordinary career achievement. Based on the key findings from study 1, study 2 surveyed respondents regarding developer role expectations rather than expectations of particular developer‐protégé relationships.
Practical implications
These findings identify how and with whom protégés should consider initiating and fostering key developmental relationships to enhance their networks while broadening and deepening organizations' understanding of the importance of their members having a variety of organizational and non‐organizational developers.
Originality/value
These findings challenge the notion that developer‐protégé relationships fit a “one size fits all” reciprocal exchange motif as it is the first study to explore expectations associated with key developer relationships using relational models theory.
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This study investigates national trends in students’ science, technology, engineering, and mathematics (STEM) occupational expectations by using Program for International Student…
Abstract
This study investigates national trends in students’ science, technology, engineering, and mathematics (STEM) occupational expectations by using Program for International Student Assessment (PISA) 2000, 2003, and 2006 data. The analyses in this study revealed several noteworthy national trends in STEM occupational expectations. In many countries students’ computing or engineering (CE) occupational expectations changed between PISA 2000 and PISA 2006, while students’ health service (HS) occupational expectations remained constant. In particular, many developed countries experienced downward national trends in CE occupational expectations among top performers in science. This study also found gender differences in national trends in STEM occupational expectations. In many countries boys’ CE occupational expectations decreased between PISA 2000 and PISA 2006, while girls’ occupational expectations remained unchanged in both CE and HS fields. Finally, the gender gaps in CE occupational expectations converged in many countries, but this convergence was not due to increases in CE occupational expectations among girls, but rather decreases in expectations among boys. Because one of the policy goals in many countries is to promote engagement in STEM education and occupations among students, especially academically talented students, the current findings – national declines in CE occupational expectations among top academic performers – will most likely be viewed as problematic in several countries. Future research should use data collected over longer periods to investigate whether students’ interest in STEM education and occupations increased or decreased in a variety of countries, and whether these patterns varied by student characteristics and performance levels. Moreover, future research must focus on factors that can explain the national trends in student interest in STEM education and occupations.
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Bilal Ahmad, Ahmad Raza Bilal and Mahnoor Hai
The past decade has witnessed a surge in research focused on universal career development needs. In contrast, the purpose of this paper is to offer a contingency perspective based…
Abstract
Purpose
The past decade has witnessed a surge in research focused on universal career development needs. In contrast, the purpose of this paper is to offer a contingency perspective based on self-efficacy theory by examining the relationship between the employees’ perceived mode of employment and expectations of career development opportunities attached to the employer. The authors hypothesized that perceived mode of employment determines employees’ expectations about receiving career development opportunities offered by the employer.
Design/methodology/approach
Responses from 203 banking employees were obtained through a structured questionnaire. Perceived employment mode was identified through Ward’s method of cluster analysis. The proposed hypothesis was tested by using one-way analysis of variance.
Findings
Employees across all modes of employment (knowledge-based, job-based, contract-based and alliance-based) were found to be similar with respect to their need for career development programs. However, employees positioned in knowledge-based and alliance-based modes were also interested in career appraisal and career training.
Originality/value
The study contributes to the existing body of knowledge on career management by imparting preliminary insights into the way employees’ expectations of organizational career management opportunities vary according to their perceived mode of employment based on self-efficacy theory.
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Mostafa Ayoobzadeh, Linda Schweitzer, Sean Lyons and Eddy Ng
As young individuals transition from educational settings to embark on their career paths, their expectations for their future careers become of paramount importance. Ng et al.…
Abstract
Purpose
As young individuals transition from educational settings to embark on their career paths, their expectations for their future careers become of paramount importance. Ng et al. (2010) examined the expectations of young people in post-secondary education in 2007; those colloquially referred to as “Millennials” or “GenY”. The present study replicates Ng et al.'s (2010) study among a sample of post-secondary students in 2019 (referred to as Generation Z or GenZ) and compares the expectations of young adults in GenY and GenZ.
Design/methodology/approach
This study employs a time-lag comparison of GenY and GenZ young career entrants based on data collected in 2007 (n = 23,413) and 2019 (n = 16,146).
Findings
Today's youth seem to have realistic expectations for their first jobs and the analyses suggest that young people continue to seek positive, healthy work environments which make room for work–life balance. Further, young people today are prioritizing job security and are not necessarily mobile due to preference, restlessness or disloyalty, but rather leave employers that are not meeting their current needs or expectations.
Practical implications
Understanding the career expectations of young people allows educators, employers and policymakers to provide vocational guidance that aligns those expectations with the realities of the labor market and the contemporary career context.
Originality/value
While GenY was characterized as optimistic with great expectations, GenZ can be described as cautious and pragmatic. The results suggest a shift away from opportunity, towards security, stability, an employer that reflects one's values and a job that is satisfying in the present.
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Elio Alfonso, Li-Zheng Brooks, Andrey Simonov and Joseph H. Zhang
The purpose of this paper is to examine the impact of career concerns on CEOs’ use of expectations management to meet or beat analysts’ quarterly earnings forecasts. The authors…
Abstract
Purpose
The purpose of this paper is to examine the impact of career concerns on CEOs’ use of expectations management to meet or beat analysts’ quarterly earnings forecasts. The authors posit that early career-stage CEOs are less (more) likely to use expectations management than are late career-stage CEOs if the market views expectations management as an opportunistic strategy (efficient process) due to reputational capital concerns.
Design/methodology/approach
The authors obtain data for CEO career stages and CEO compensation from ExecuComp, analyst earnings forecasts from the detailed I/B/E/S database, financial statement data from quarterly Compustat and stock returns from the daily CRSP database over the period 1992–2013.
Findings
The results are consistent with the opportunistic hypothesis and early-stage CEOs seeking to build reputational capital by avoiding the perception of engaging in an inefficient managerial strategy. The authors find robust evidence that late career-stage CEOs are more likely to engage in expectations management than early career-stage CEOs. Furthermore, the authors show that late career-stage CEOs tend to employ expectations management to boost the value of their equity-based compensation.
Research limitations/implications
The findings have important implications because the authors document a different implication of the “horizon problem” related to CEOs’ opportunistic forecasting behavior and the manipulation of analysts’ forecasts for CEOs who are approaching retirement.
Practical implications
The results have practical implications for analysts who provide earnings forecasts for firms whose CEOs are in early or late career stages and for investors who use such analysts’ forecasts in firm valuation models.
Originality/value
The authors contribute to the literature on expectations management by documenting how reputational incentives of CEOs affect the likelihood that managers engage in expectations management. The authors show that an important managerial incentive to engage in expectations management is CEO career concerns. Furthermore, the authors show that CEOs who are in early stages of their careers choose not to engage in expectations management due to the market’s perceived degree of opportunism pertaining to this strategy.
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Adeola Samuel Adebusuyi, Samson Olowo Kolawole, Hassan Salawu Abu, Olubusayo Foluso Adebusuyi and Adesina Adewale Ajulo
This study aims to investigate how new graduates in Nigeria can simultaneously pursue entrepreneurial and professional careers. Specifically, this study tested the contextual…
Abstract
Purpose
This study aims to investigate how new graduates in Nigeria can simultaneously pursue entrepreneurial and professional careers. Specifically, this study tested the contextual (socioeconomic status [SES]), person-based (an open personality) and cognitive-person (self-efficacy and outcome expectations) predictors of entrepreneurship, professionalism and leadership.
Design/methodology/approach
The study design is cross-sectional. Data were collected from 363 new graduates from Nigerian tertiary institutions. Hypotheses were generated from social cognitive career self-management (CSM) variables. Research instruments were also revalidated for the Nigerian context, and regression path analysis was used to analyze the data.
Findings
This study’s key findings showed that SES and an open personality are predictors of entrepreneurship, professionalism and leadership (EPL) self-efficacy and intentions, entrepreneurial and job outcome expectations. Second, EPL self-efficacy predicted both entrepreneurial and job outcome expectations and served as a mediating variable for SES and an open personality. Third, entrepreneurial outcome expectations related to EPL intentions, whereas job outcome expectations did not. These results suggest that SES and openness personality trait are crucial for developing a versatile career mindset.
Research limitations/implications
This study demonstrated that individuals’ characteristics (i.e. cognitive and personality) and economic resources are crucial determinants of CSM. As this study is cross-sectional, future research could use a longitudinal approach to determine the cause-effect relationship.
Originality/value
To the best of the authors’ knowledge, this study is the first research to examine how new graduates can simultaneously explore entrepreneurial and professional careers in a developing country like Nigeria using the CSM theory.
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