Suchergebnisse

Shifting demographics around the world have created a unique historical phenomenon in which a large cohort of employees (i.e., post-war Baby Boomers) are nearing retirement, and a new cadre of younger workers are being recruited to replace them. These twenty-something year-olds, often referred to as 'Gen Y' or Millennials, represent the workforce of the future and come with their own set of expectations, demands, and work habits. The contributors to this volume, drawn from countries around the world, document the cultural, historical, and social context surrounding this phenomenon. The international perspective makes it possible to examine cross-cultural similarities and differences in HRM practices. This timely book provides an understanding of the new workforce in multiple countries and settings and a valuable reference as scholars and employers seek to understand the values, beliefs, and expectations of the next generation of workers.

AbstractThis is a qualitative study of the career perspectives of early female leaders in Canada whose careers emerged from the second‐wave feminist movement and who ascended to executive leadership positions. Using a discourse analytic lens, we analyze their perspectives on women's limited presence in executive leadership roles. The research participants suggested that women lacked the necessary resilience or personality; women lacked requisite political skills; affirmative action policies have hindered women's career advancement; and women have been unable to put their careers over family in the way that is required for executive leadership. The views expressed by these participants are often contrarian to current thinking about gender and leadership but underline the gendered nature of persistent barriers to executive leadership past and present.

In this special issue on "Multiculturalism During Challenging Times," we present six articles focused on multiculturalism as it is currently practiced or implemented in Canada, across Europe, in Mauritius, and in South Korea. We apply SWOT (strengths, weaknesses, opportunities, threats) analysis to assess the strengths and weaknesses of its application and the opportunities and threats it presents for the countries studied here. Strengths: We find that multiculturalism fosters national identity, promotes cultural tolerance and modernization, and assists with the incorporation of cultural minorities. Weaknesses: At the same time, multiculturalism also creates "faultlines" along cultural and religious groups, could promote separate and parallel lives, and could pose a challenge to equality in liberal societies. Opportunities: Multiculturalism has the potential to be used as a tool for attracting talents, a source of competitive advantage for nations, and a discourse for politicians to score political gains. Threats: Multiculturalism also has the potential to be perceived as incompatible with Western, liberal values, a burden to the state welfare, and challenge existing national identities. We conclude with some suggestions for future research to extend our understanding of multiculturalism within the context of increasing globalization and greater international migration.

The public and nonprofit sectors generally pay less than the private sector, and individuals are willing to forgo higher salaries in exchange for greater intrinsic satisfaction derived from making a contribution to society. However, personal financial considerations, such as education debt, may discourage individuals from pursuing careers in lower paying sectors even if they are predisposed to public service motivation (PSM). We surveyed a sample of graduating students to investigate if (a) education debt discourages students from pursuing lower paying public or nonprofit careers and (b) whether PSM overrides the considerations students might make about entering lower paying sectors as their education debt rises. First, we find that education debt has a marginal effect on initially selecting private over public and nonprofit careers. Rising education debt may discourage students from public sector careers after controlling for PSM. We also find that rising education debt may discourage students from nonprofit careers even with high levels of PSM. The present study enhances our understanding of how financial considerations, in the form of education debt, may influence a student's initial choice in pursuing public, private, and nonprofit careers.

The nonprofit sector has become increasingly reliant on paid professional staff and now faces competition from the private and public sectors, which often pay higher to attract and retain workers. Although Millennials are attracted to nonprofit work, there are concerns that they will not remain committed to the nonprofit workforce due to low pay. We analyzed data from the 2011 Young Nonprofit Professionals Network Survey to examine the relationship between pay, perceptions of equitable pay, and sector-switching intentions among Millennial nonprofit workers. Although two thirds of the respondents indicate sector-switching intentions, we found no evidence that Millennial nonprofit workers, who are purported to value extrinsic and materialistic rewards, expressed sector-switching intentions on account of pay. However, pay influences the sector-switching intentions of Millennial nonprofit managers and those with advanced education. Our results suggest that the nonprofit sector may be facing challenges in attracting and retaining Millennial managers because of low pay.

To deliver truly representative and effective democratic governance, a public service (PS) should employ individuals from diverse backgrounds throughout its workforce. In the Canadian government, patterns of underrepresentation persist for each of the four employment equity (EE) groups. This study explores three questions: First, are there differences between the four EE groups in terms of their attraction to jobs in the public sector? Second, what are key work values that predict PS attraction? Third, do EE groups differ in terms of these key work values? Based on a large-scale survey of more than 12,000 final-year Canadian postsecondary students, results indicate that women, Aboriginals, and persons with disabilities report higher levels of PS attraction than visible minorities. Work values such as job security, commitment to social responsibility, benefits, and commitment to diversity were strongly associated with PS attraction, and EE groups differed in their evaluations of the relative importance of these work values.