Career anchors and self-monitoring as predictors of career motivation – a study of Russian students
This empirical research includes questionnaire data of 86 new full-time employees from two companies. Significant differences were observed in self-monitoring and career anchors of three generations: Baby Boomers (1946-1964), Generation X (1965-1983), Generation Y (1984 or later), with younger generations (X&Y) being higher level of expressive controls in order to ensure appropriate or desired public appearances. Significant differences were observed in organizational culture understanding of the various generations during pre-entry as well as at the end of on-boarding period (4-6 work months).
This book contains abstracts and complete papers of 4th International Multidisciplinary Scientific Conference on Social Sciences and Arts SGEM2017.
This article shows some criteria of organizational culture which influence results of newcomer adaptation into company and give possibility to create social-psychological pattern of well-socialized employees.
This paper presents the results of empirical research of the interaction between career motivation, self-monitoring and generational differences. Data were collected from 142 full-time newcomers of two organizations in Saint-Petersburg. The following questionnaires were used: the self-monitoring scale developed by Snyder M.; the career anchors scale developed by Schein E., which was extended by the patriotism scale from the culture appeal questionnaire developed by Snetkov V. as well as the organizational commitment questionnaire developed by Porter. L.
Results indicate the self-monitoring and career anchors significant differences among three generations: Baby Boomers (1946-1964), Generation X (1965-1983), Generation Y (1984 or later) as well as their influence for on-boarding outcomes.
This research shows that Baby Boomers and Generation X have more adaptable characteristics toward achieving organizational socialization. Generation Y is harder to integrate into corporate structures as this group has own social attitudes and assumptions about organization life.
This paper presents the results of empirical research of the interaction between career motivation, self-monitoring and generational differences. The authors analyzed, cognitive and social-psychological patterns of three generations’ full-time newcomers from two Russian companies (n=142): Baby Boomers (1946-1964), Generation X (1965-1983), Generation Y (1984 or later). Career anchors and self-monitoring were compared across groups through analysis of variance, Student’s t-test and factor analysis. This research shows that Baby Boomers and Generation X have more adaptable characteristics toward achieving organizational socialization. The special attention should be devoted to the generation Y that is characterized by the most nontraditional social attitudes about organizational environment and, in fact, is in coherence with the stage of their professional and career development
The article deals with some tools provided in the Learning Management System (LMS) which allow to carry out different types of monitoring in a foreign language class. Monitoring in teaching foreign languages is one of the prerequisites which contribute to the effectiveness of the whole process. The analysis of the LMS tools has shown that they are appropriate to conduct functional, reliable, valid, hands-on and informative monitoring. The results of the research highlight the potential of the Learning Management System to carry out progress monitoring, continuous monitoring as well as self-monitoring.