Table of Contents

Career Choice in Management and Entrepreneurship

Career Choice in Management and Entrepreneurship

A Research Companion

Edited by Mustafa F. Özbilgin and Ayala Malach-Pines

Although a large and steadily growing research literature attests to an interest in management and entrepreneurship, little research has focused on comparative assessment of the career choices and trajectories of managers and entrepreneurs. This timely book fills the gap by presenting an assessment of early influences on the career choice of managers and entrepreneurs, their attitudes at the start of their careers as students, and in their later employment experiences.

Chapter 13: Business Students’ Views on Jobs, Careers and the Job Search Process: Implications for Universities and Employers

Ronald J. Burke and Eddy S.W. Ng

Subjects: business and management, entrepreneurship, management education, education, management education


Ronald J. Burke and Eddy S.W. Ng INTRODUCTION It is estimated that, by 2010, Canada could lack 1.5 million skilled workers (Corporate Leadership Council, 2003). As the demand for skills continues to rise, the competition for skilled workers will intensify, leading to a war for talent. University students continue to be a major source of hiring for skilled jobs such as managers, professionals and technical workers (Rynes et al., 1997). They are technologically savvy, which makes them highly desirable in today’s job markets (Burke and Ng, 2006; Ware, 2005). University students are also eager to learn, and are more easily socialized into an organization’s norms and culture, compared to experienced hires (Loughlin and Barling, 2001; Ruiz-Quintanilla and Claes, 1996; Van Vianen, 2000). These factors in combination make students a target of competition for the workforce of the future. There is already an abundance of literature that has focused on applicant attraction strategies and organizational recruitment practices (e.g. Barber et al., 1994; Barber et al., 1999; Heneman and Berkley, 1999; Rynes and Barber, 1990; Rynes et al., 1997) to help organizations compete for talent. What is missing is an understanding of how job applicants seek out information, investigate, and decide among alternative job opportunities (Cable and Turban, 2001). This knowledge, of university students in particular, is especially important because they represent the workforce of the future, and also because they have work values and expectations different from previous generations (Loughlin and Barling, 2001; Smola and Sutton, 2002). It should be...

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