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Title: Generacije v poslovnem okolju – razvoj in prehod kariere Authors: ID PAJIĆ IVANOVIĆ, MARINA (Author) ID Kolar, Janez (Mentor) More about this mentor... ID Pavić, Dario (Comentor) Files: 13410$$zakljucno_delo.pdf (4,50 MB) MD5: 8A5444DFA0ED5EE53CBB04235483E821   Language: Slovenian Work type: Doctoral dissertation Organization: FUDS - School of advanced social studies Abstract: Cilj je ove doktorske disertacije usporedba razvoja i tranzicije karijera pripadnika različitih generacija u Republici Hrvatskoj. Poseban naglasak u okviru karijernoga razvoja stavlja se na ostvarenje uporišta u karijeri, ispunjenje očekivanja u karijeri te zadovoljstvo karijerom, dok su u sklopu tranzicija u karijeri obrađeni generatori tranzicije, odnosno push i pull čimbenici. Istraživanje je provedeno upotrebom kombiniranoga pristupa kvantitativne i kvalitativne metodologije. U okviru karijernoga razvoja kvantitativno istraživanje provedeno je na uzorku zaposlenih u Republici Hrvatskoj (N = 497) te su rezultati pokazali da postoji statistički značajna razlika u karijernim uporištima među pripadnicima različitih generacija, i to u općoj menadžerskoj kompetenciji, autonomiji i neovisnosti, sigurnosti i stabilnosti te poduzetničkoj kreativnosti. Kada je riječ o ispunjavanju očekivanja u karijeri, hipoteza je djelomično potvrđena, i to za tvrdnju vezanu za financijski aspekt, a kada je riječ o zadovoljstvu karijerom, nije pronađena statistički značajna razlika među pripadnicima različitih generacija. Kvalitativni dio istraživanja u okviru ove teme, proveden s pomoću fokusnih grupa, pokazuje da je uloga sustava upravljanja ljudskim resursima u ispitivanim fenomenima karijernoga razvoja pasivna i administrativna. U okviru tranzicija u karijeri provedeno je kvantitativno istraživanje na uzorku (N = 349) ispitanika koji su u radnome odnosu i koji su imali iskustvo tranzicije, a rezultati su pokazali da ne postoji statistički značajna razlika u generatorima tranzicije. Važna praktična implikacija proizlazi iz kvalitativnoga istraživanja u kojemu su definirani push i pull čimbenici s pomoću provedenih intervjua, ali i dodatnoga kvantitativnog istraživanja uporišta i generatora tranzicije na uzorku (N = 101) zaposlenika specifične organizacije. Razlike koje su se pojavile u širemu uzorku, a nisu se replicirale u uzorku iz jedne organizacije, mogu se objasniti utjecajem organizacijskoga konteksta te donose važnu praktičnu implikaciju rada na način da organizacija može djelovati kao stabilizacijski faktor koji ublažava generacijske razlike u doživljaju karijernih vrijednosti. Keywords: generacija, razvoj i tranzicija u karijeri, uporišta u karijeri, ispunjavanje očekivanja u karijeri, zadovoljstvo karijerom i generatori tranzicije (push i pull čimbenici) Year of publishing: 2025 PID: 20.500.12556/ReVIS-12318  Publication date in ReVIS: 27.09.2025 Views: 131 Downloads: 4 Metadata:    Cite this work Plain text BibTeX EndNote XML EndNote/Refer RIS ABNT ACM Ref AMA APA Chicago 17th Author-Date Harvard IEEE ISO 690 MLA Vancouver : Copy citation

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Language:	English
Title:	Generations in the Business Environment - Development and Career Transition
Abstract:	The aim of this doctoral dissertation is to compare career development and career transitions among members of different generations in Croatia. Particular emphasis within the framework of career development is placed on career anchors, the fulfilment of career expectations, and career satisfaction, while the section on career transitions addresses transition generators, i.e., push and pull factors. The research was conducted using a mixed-method approach, combining quantitative and qualitative methodologies. In the area of career development, the quantitative study was carried out on a sample of employed individuals in Croatia (N=497). Results indicated that there are statistically significant differences among generations in terms of career anchors – specifically in general managerial competence, autonomy and independence, security and stability, and entrepreneurial creativity. For the fulfilment of career expectations, the hypothesis was partially confirmed, particularly regarding financial aspects, whereas no statistically significant generational differences were found in career satisfaction. The qualitative part of the research within this topic, conducted through focus groups, showed that the role of the human resource management system in the examined phenomena of career development is predominantly passive and administrative. As part of career transitions, a quantitative study was conducted on a sample of employees (N=349) who had experience with career transitions, and the results showed that there is no statistically significant difference in the generators of transition. An important practical implication arises from the qualitative research, where push and pull factors were defined through conducted interviews, as well as from an additional quantitative study of career anchors and transition generators on a sample (N=101) of employees within a specific organization. Differences that emerged in the broader sample but were not replicated in the organizational sample can be explained by the influence of the organizational context. This leads to a key practical implication: the organization may serve as a stabilizing factor that mitigates generational differences in the perception of career values.
Keywords:	generation, career development and transition, career anchors, fulfilment of career expectations, career satisfaction, transition generators (push and pull factors)

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