MARC details
| 000 -LEADER |
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| fixed length control field |
03570nam a22002897a 4500 |
| 003 - CONTROL NUMBER IDENTIFIER |
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| control field |
IE-CoIT |
| 005 - DATE AND TIME OF LATEST TRANSACTION |
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| control field |
20220602062617.0 |
| 007 - PHYSICAL DESCRIPTION FIXED FIELD--GENERAL INFORMATION |
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| fixed length control field |
ta |
| 008 - FIXED-LENGTH DATA ELEMENTS--GENERAL INFORMATION |
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| fixed length control field |
180327s2015 ie ||||| |||| 00| 0|eng|| |
| 040 ## - CATALOGING SOURCE |
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| Original cataloging agency |
IE-CoIT |
| 082 04 - DEWEY DECIMAL CLASSIFICATION NUMBER |
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| Classification number |
THESES PRESS |
| 100 1# - MAIN ENTRY--PERSONAL NAME |
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| 9 (RLIN) |
124017 |
| Personal name |
Kelleher, Aoife |
| Relator term |
author. |
| 245 ## - TITLE STATEMENT |
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| Title |
Generation Y perceptions of the traditional career model / |
| Statement of responsibility, etc. |
Aoife Kelleher. |
| 264 #1 - PRODUCTION, PUBLICATION, DISTRIBUTION, MANUFACTURE, AND COPYRIGHT NOTICE |
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| Place of production, publication, distribution, manufacture |
Cork : |
| Name of producer, publisher, distributor, manufacturer |
Cork Institute of Technology, |
| Date of production, publication, distribution, manufacture, or copyright notice |
2015. |
| 300 ## - PHYSICAL DESCRIPTION |
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| Extent |
v, 95 pages ; |
| Dimensions |
30 cm |
| 336 ## - CONTENT TYPE |
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| Content type term |
text |
| Content type code |
txt |
| Source |
rdacontent |
| 337 ## - MEDIA TYPE |
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| Media type term |
unmediated |
| Media type code |
n |
| Source |
rdamedia |
| 338 ## - CARRIER TYPE |
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| Carrier type term |
volume |
| Carrier type code |
nc |
| Source |
rdacarrier |
| 490 #0 - SERIES STATEMENT |
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| Series statement |
M.A. - Human Resource Management |
| 500 ## - GENERAL NOTE |
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| General note |
Generation Y will be expected to play the most significant role in the work place as their careers develop and older generations retire. Much of the research carried out on their work related values and career progression to date has relied on the viewpoints of Generation Y as undergraduates, prior to gaining substantial experiences in the work place. This study responds to Ng and Gossett's (2003) call for further research into the values, attitudes and expectations of young people as they will emerge as leaders of tomorrow. The purpose of this study is to examine if the traditional career model is still of relevance to Generation Y career progression, focusing on three particular aspects of careers. The study sought to identify what elements of career success Generation Y value, to determine if their career outlook is focused on short-term or long-term career goals and finally to investigate if Generation Y show characteristics of modern career models. A qualitative approach was taken in the form of nine semi-structured interviews of Generation Y employees in a case study organization. The results of the study identified that elements of the traditional career model are still of value to Generation Y in their career progression, most notably recognition through pay rise or pay bonus. The study confirmed that subjective career success in the short-term is most important to Generation Y, however interestingly is only to form the basis of their desire for continual success. In line with the traditional career model, long-term career success is their ultimate goal. Their career progression is thoughtful and planned, and Generation Y are willing to be patient for the right career progression opportunities. Subjective factors were most prominent when considering new career opportunities. The study provided evidence of the new career models of which Generation Y displayed characteristics of , specifically the boundary-less and protean career models. Generation Y are willing to consider their career progression in more than one organisation. The type of role they undertake and subjective career success is more important than loyalty to their employer. Generation Y feel in control of the direction of their career and are proactive in building their career reputation, however, there remains a strong reliance on the organisation to provide the individual with career support and development opportunities. It is this point violation of the psychological contract is at risk, as unwritten expectations of support for career progression are not being met - (Abstract) |
| 502 ## - DISSERTATION NOTE |
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| Dissertation note |
Thesis |
| Degree type |
|
| Name of granting institution |
Cork Institute of Technology, |
| Year degree granted |
2015. |
| 504 ## - BIBLIOGRAPHY, ETC. NOTE |
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| Bibliography, etc. note |
Bibliography: (pages 79-88) |
| 650 #0 - SUBJECT ADDED ENTRY--TOPICAL TERM |
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| Topical term or geographic name entry element |
Career development |
| General subdivision |
Organisational change |
| 9 (RLIN) |
44213 |
| 650 #0 - SUBJECT ADDED ENTRY--TOPICAL TERM |
|---|
| 9 (RLIN) |
43035 |
| Topical term or geographic name entry element |
Success |
| General subdivision |
Psychological aspects |
| 650 #0 - SUBJECT ADDED ENTRY--TOPICAL TERM |
|---|
| 9 (RLIN) |
35471 |
| Topical term or geographic name entry element |
College graduates |
| General subdivision |
Employment |
| 942 ## - ADDED ENTRY ELEMENTS (KOHA) |
|---|
| Source of classification or shelving scheme |
Dewey Decimal Classification |