The Next Generation of Career Success: Implications for HRD

By K. Mcdonald, L. Hite. 2008

122 citations recorded by the source corpus.

Subfields: Education, Management of Technology and Innovation

View Paper: https://www.semanticscholar.org/paper/0272eaddcd9670c035dbe8b678ea8b5772e33dcf

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Education

1. S. Sullivan
2. Lisa A. Mainiero
3. P. M. Bal
4. Eddy S. Ng
5. Linda Schweitzer
6. Sean Lyons
7. Monica L. Forret
8. Shawn Carraher

In Management of Technology and Innovation

1. P. M. Bal
2. S. Sullivan
3. Eddy S. Ng
4. Linda Schweitzer
5. Sean Lyons
6. Monica L. Forret
7. René Schalk

Citations in the corpus

• Different or alike?: Exploring the psychological contract and commitment of different generations of hospitality workers (2012, background): “…companies: the practitioner literature suggests generational differences impacts all areas of management, including recruitment, training and development, career development, rewards and working arrangements and management style (Losyk, 1997; McDonald and Hite, 2008; Tulgan, 1996, 2003).”
• Using the kaleidoscope career model to examine generational differences in work attitudes (2009, background): “…contribute to the knowledge base by providing detailed insights into that particular group and provide a rich foundation for future research (Broadbridge et al., 2007; Feyerherm and Vick, 2005; McDonald and Hite, 2008; Terjesen et al., 2007), this study takes the next step in the research process.”
• Women employed in male-dominated industries: lessons learned from female aircraft pilots, pilots-in-training and mixed-gender flight instructors (2012, background): “Career development shapes the workplace and the relationship between HRD and career development is well established (McDonald and Hite 2008; Swanson and Holton 2009).”
• New Generation, Great Expectations: A Field Study of the Millennial Generation (2010, background): “Given their higher levels of education, Millennials are more likely to negotiate the terms under which they work, and demand work/life balance at every stage of their careers (Corporate Leadership Council 2005; McDonald and Hite 2008).”