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Особенности карьерной мотивации в контексте теории поколений: результаты эмпирического исследования
The purpose of this paper is to explore the relation between career choice and generational differences in order to understand the professional nature for various age groups. It also offers suggestions for how to estimate career choice using career anchors developed by E. Schein, and level of self-monitoring developed by M. Snyder. The paper reviews the literature on career anchors, self-monitoring and theory of generation. It also considers their roles for career choice. Our analysis was conducted using two samples, one of undergraduates studying Management for a second academic year and one of employees working in two Russian companies. All participants were divided into age groups in line with the theory of generations. Career Orientation Inventory developed by Schein and Self-Monitoring Scale developed by Snyder were used to evaluate the career choice. The study applies factor analysis that separates the leading career anchors for each age group. The findings illustrate differences in attitudes towards career choice across generations. Generation Y both employees and undergraduates demonstrates high self-monitors and role expectations as key professional activities. Generation X displays preferences to managerial commitment and independence. Baby Boomers is only one generation that demonstrates technical/functional competence as a core career anchor. Generation Y both employees and undergraduates show more similarities than differences in self-monitoring and career orientations thereby proving particular postulates of theory of generation. Research limitations include the boundaries of quantitative method. The sample of 240 participants cannot be representative for the whole Russian population. The limited quantity of research, focusing on differences in career choice across generations in Russia, outlines the importance of future investigations and these findings could be a base for the next studies in this field. Practical implications of these findings is to add potentially major insight into organizations for selecting and training of the staff that take into account career needs of employees relating to age (generation). Career management practices in the company should accommodate the differences in career orientations and how these relate to the organizational needs. Value of the findings is to provide extra opportunities for HR experts in the development of effective career management programme taking into consideration individual characteristics of personnel.