Attracting Generation Y graduates: Organisational attributes, likelihood to apply and sex differences

By Siri Terjesen, Susan Vinnicombe, C. Freeman. 2007

198 citations recorded by the source corpus.

Subfields: Clinical Psychology, Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/a13f9d53b0d2fc10c12c224efcb24d1cafe4a649

How researchers see this paper

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

In Clinical Psychology

In Gender Studies

In Organizational Behavior and Human Resource Management

Citations in the corpus

Using the kaleidoscope career model to examine generational differences in work attitudes (2009, background): “Further, although studies that examine a single generation 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)”
New Generation, Great Expectations: A Field Study of the Millennial Generation (2010, background): “( Terjesen et al. 2007 ), Belgium (Dries et al. 2008), and New Zealand (Cennamo and Gardner 2008), there has been relatively little empirical research documenting the specific expectations of North American Millennials with respect to their jobs, organizations, and work environments.”
Organizational culture as a predictor of job satisfaction: the role of gender and age (2010, background): “Besides, as Pettigrew et al. (1997) argue, getting a promising job is not that easy any more while Terjesen et al. (2007) found that among organizational emphasis on employee training Organizational culture as a predictor 13 and development is among the five most important organizational attributes.”
Millennials’ work values: differences across the school to work transition (2015, background): “Many of these studies were conducted with respondents who were in their late-teens and early 20s, often students in post-secondary education (PSE) who had not yet gained full-time, meaningful employment (e.g. Broadbridge et al., 2007; Lyons et al., 2005, 2007; Ng et al., 2010; Terjesen et al., 2007;”
Essential elements for recruitment and retention : Generation Y (2013, result): “Importantly, this study also extended upon previous studies (Arnold and Mackenzie Davey, 1992; Arnold et al., 2002; Hesketh, 2000; Smith and Krüger, 2005; Sturges et al., 2000; Terjesen et al., 2007; Zhao, 2006) by incorporating and comparing two groups of participants, student Gen Y and working Gen”