Future Employee Preferences in the Light Of Organizational Culture
The purpose of the authors is to review and examine the gap between the aspirations and reality regarding organizational culture of those already employed and those seeking employment. Present article outlines the research results of the aspirations of university students regarding the organizational culture of their possible future workplaces and how they can be related to the reality of labour market supply. A quantitative research approach was applied in studying the problem and a variety of measures were utilized to identify the “dream job” of students. Results of the empirical study show that there is a significant discrepancy between the organizational culture preference of prospective employees and the corporate cultures the labour market can offer. It is therefore clear that a change is required for/amongst stakeholders. On the one hand, institutions should consider the labour market environment when planning learning outcomes and on the other hand, companies should act carefully during the recruitment process and consider candidates’ aspirations regarding their organizational culture preference. The research was confined to one country which limits the degree to which the findings are extendable. Based on the research findings the challenge for higher educational institutions is to improve the university program structures in order to equip students with skills that enable them to succeed in the prospective organizational cultures. This is the first study addressing the gap between the organizational culture preference of the next generation of intellectuals regarding the culture of their future workplace and the culture of organizations.
|This chapter was published in: Eszter Bogdány & Ágnes Balogh & Tibor Csizmadia & Réka Polák-Weldon , , pages 363-371, 2012.|
|This item is provided by International School for Social and Business Studies, Celje, Slovenia in its series Knowledge and Learning: Global Empowerment; Proceedings of the Management, Knowledge and Learning International Conference 2012 with number 363-371.|
|Contact details of provider:|| Web page: http://www.issbs.si|
When requesting a correction, please mention this item's handle: RePEc:isv:mklp12:363-371. See general information about how to correct material in RePEc.
For technical questions regarding this item, or to correct its authors, title, abstract, bibliographic or download information, contact: (Goran Dakovic)
If you have authored this item and are not yet registered with RePEc, we encourage you to do it here. This allows to link your profile to this item. It also allows you to accept potential citations to this item that we are uncertain about.
If references are entirely missing, you can add them using this form.
If the full references list an item that is present in RePEc, but the system did not link to it, you can help with this form.
If you know of missing items citing this one, you can help us creating those links by adding the relevant references in the same way as above, for each refering item. If you are a registered author of this item, you may also want to check the "citations" tab in your profile, as there may be some citations waiting for confirmation.
Please note that corrections may take a couple of weeks to filter through the various RePEc services.