Attractive Working Conditions Research Articles

ATTITUDE OF UNDERGRADUATE MASS COMMUNICATION STUDENTS OF BINGHAM UNIVERSITY TOWARDS JOURNALISM AS A CAREER

Research has shown that many mass communication graduates have been produced every year in Nigeria. However, only a few of them venture into journalism as a career. Using a quantitative approach, the researcher examined the attitude of undergraduate mass communication students of Bingham University, Nigeria, towards journalism as a career. The population of the study consists of 300 registered 100 to 400 level students in the Department of Mass Communication. Census method was adopted to sample the perception of the respondents towards journalism as a career. Online questionnaire via Google form was employed for data collection and analysis. The data were analyzed and presented in tables and bar chart. Hinged on the Perception Theory, findings revealed that majority (61.2%) of the participants have positive attitude towards journalism as a career. However, further finding shows that the risky and hazardous nature of journalism profession in Nigeria; such as killing, kidnapping, assault and discrimination against journalists, poor remuneration among others, immensely influenced the decision of some students to venture into other professions or careers rather than journalism after graduation. Based on the findings, the study recommended that media organizations and the Nigerian government should ensure adequate security for journalists on the line of duty, provide attractive working conditions such as appropriate salaries and allowances as well as job security and protection of the life of journalists so as to make journalism profession more attractive to the teeming young graduates of mass communication in Nigeria. Keywords: Attitude, Mass Communication, Bingham University, Journalism, Career

Railway crew planning with fairness over time

Passenger railway operators typically employ large numbers of drivers and guards, and are interested in providing them with fair and attractive working conditions. At Netherlands Railways (NS), the largest passenger railway operator in The Netherlands, this challenge is addressed through the use of Sharing-Sweet-and-Sour rules, which specify a fair allocation of sweet (attractive) and sour (unattractive) work over the different crew bases. While these rules are currently implemented at the crew base level and in the tactical planning phase, NS is considering formulating these rules at the individual level, in the operational planning phase, and with respect to a given planning period. This gives rise to a new problem, which we call the railway crew planning problem with fairness over time. We propose a rolling horizon approach with a penalty-based feedback mechanism and a column generation heuristic to solve this problem. On several real-life instances from NS, including up to 572 unique guards, this method is able to satisfy the individual rules for on average 95.2% of the employees.

МЕТОДИЧЕСКИЙ ИНСТРУМЕНТАРИЙ ОЦЕНКИ ЭФФЕКТИВНОСТИ БЮДЖЕТНОГО ФИНАНСИРОВАНИЯ ВЛОЖЕНИЙ В ОБНОВЛЕНИЕ СЕЛЬСКОХОЗЯЙСТВЕННОЙ ТЕХНИКИ И ОБОРУДОВАНИЯ

The results and efficiency of agricultural production largely depend on the availability of enterprises with working and modern agricultural machinery and equipment, the renewal of which is associated with large amounts of capital investments, therefore, most manufacturers, as a rule, need co-financing of these costs from the state. State support for the renewal of agricultural machinery at the level of the constituent entities of the Russian Federation, expressed in the provision of subsidies for its manufacture, overhaul or purchase, on the one hand acts as a gratuitous source of financing for investments in machinery and serves as a tool to stimulate its timely renewal by enterprises. On the other hand, budget expenditures must be efficient and selective in order to achieve the key long-term goals of the state, which are to increase the volume of agricultural production, increase the efficiency and financial viability of producers, increase incomes, and attractive working conditions and life of the rural population. In accordance with the key goals of the state, we propose to evaluate the effectiveness of budget financing for the renewal of agricultural machinery in the context of three groups of indicators (criteria): economic, social and those that ensure efficiency. On the basis of well-known special methods (accounting method, financial-mathematical method, methods of integrated assessment) for evaluating the effectiveness, the authors of the article developed and substantiated methodological tools for assessing the static and dynamic efficiency of budget expenditures for the renewal of agricultural machinery. One of the main problems in the practical implementation of the methodology is the lack of accounting and analytical information due to the lack of all indicators required by the methodology in the system of reporting data of agricultural producers. The research materials presented in the work can be used by public authorities, investors and agricultural producers to assess the effectiveness of the use of financial resources invested in real assets of the agricultural sector.

Attentes du personnel infirmier de la relève envers l’employeur pour favoriser l’engagement professionnel : un premier jalon pour la conception d’interventions organisationnelles au Québec (Canada)

Introduction: Poor work conditions jeopardize the quality of nursing jobs and increase turnover and attrition rates, especially for early career nurses and licensed practical nurses. Understanding perspectives of the nursing staff on work engagement is essential to develop innovative and responsive organizational interventions.
 
 Objectives: 1- Define the expectations of early career nursing staff with respect to their workplace in order to support work engagement 2- Identify priority actions to support work engagement at organizational level.
 
 Methods: A mixed-methods research design based on a conceptual mapping approach was used. Early career nurses and licensed practical nurses (N=14) working in a semi-urban integrated health and social services center in Quebec (Canada) were asked the following question: “What can the workplace do to promote work engagement?” Multidimensional scaling and cluster analysis were used to organize the 49 statements provided by the nursing staff. At the same time, participants prioritized actions by rating the “importance” and “probability of a successful implementation” of each statement.
 
 Results: Nursing staffs’ expectations toward their workplace in order to support work engagement were: attractive working conditions, positive leadership, safe working conditions, professional development opportunities, and personalized career path. More specifically, the priority actions identified were: showing respect, providing a healthy environment and avoiding transfer to unwanted departments.
 
 Discussion and conclusion: The results suggest several actions to promote work engagement of early career nursing staff working in semi-urban settings in Quebec, including providing human and material resources, implementing a positive organizational culture, and exercising benevolent leadership.

Применение коэффициента Джини в исследованиях пространственного неравенства в агломерациях регионов

Strengthening the economic role of urban agglomerations is a global trend. The economic benefit from the merging of economic resources becomes possible due to agglomeration effects that trigger the accumulative process of space development. The increase in market capacity and business activity, intensive interaction in the labor market and the exchange of knowledge stimulate the development of the space. However, the negative side of agglomeration processes is the resource exposure of peripheral territories and the decrease in the standard of living of the population on the outskirts of the region. More attractive working conditions and wages in the core of the agglomeration lead to inequality in the distribution of income among the population of the region. The article examines economic inequality in the Moscow region using a popular indicator - the Gini coefficient. The author describes the reasons for the differentiation of wages among the population, provides calculations and shows the dynamics of the change in the Gini coefficient.

Threats and violence towards urban bus drivers in Sweden': Drivers experiences and general recommendations to prevent violence and threats.

Approximately 30% of Swedish urban bus drivers report having been exposed to threats or violence. As 50% of drivers have voiced concerns about the occurrences, threats and violence also represent contributing factors to driver stress and fatigue. The aim of this study was to explore bus drivers' experience of threats and violence; how threats and violence manifests and how the problem is handled by drivers. Gaining understanding of the circumstances is important to reduce the number of threats and violent incidents to provide healthy and attractive working conditions for drivers. This study is based on in-depth interviews with 12 urban bus drivers in the City of Malmö in Sweden. Urban bus drivers experience threats daily from passengers, although physical violence occurs less often. The most common situations resulting in threats involve asking passengers to show valid tickets, denying child carriages onboard and running late to a bus stop. The drivers have not received clear guidelines as to strategic handling of the invalid ticket situation. Recommendations include a clear policy and consensus with regard to handling invalid tickets, providing drivers with guidelines for appropriate procedures for passengers refusing to pay, improving reporting routines and establishing a strategy for the Public Transportation provider and operator to follow with regard to reports, in-vehicle surveillance cameras including informing passengers that they are being video recorded as well as harmonizing the location of alarm buttons on buses.

Кадры для четвертой промышленной революции: опыт Германии

The paper analyzes political decisions in the field of personnel and educational policy as a response of four German administrations, with Angela Merkel as the Federal Chancellor, to challenges of digitalization. Since challenges in the development of labor market induced by demographic and migration factors are similar for Russia and Germany, German experience may be useful for Russia as a large federal state with significant risks of rising social inequality. Challenges in the development of the labor market induced by demographic and migration factors are common for Russia and Germany. The author addresses the key challenge for the German government — the organization of humane working conditions in a new digital reality presented in the White Paper “Work 4.0” after careful examination and consultation with main actors: associations, trade unions, companies, academia and civil society. He sees the solution to the problem in improving qualifications and developing digital skills, as well as ensuring attractive working conditions, in the first place for specialists in engineering, technical and natural science specialties (STEM). The analysis concludes with recommendations for policymakers which include such measures as improving gender equality in STEM professions and selective migration policy that mitigates unnecessary barriers for highly qualified immigrants.

Why People Emigrate to Work in Elder Care?

Emigration is one of the sorest problems in Lithuania. Emigrants from Lithuania most often fill the sector of unskilled labour in the target countries, one of which is elder care. Financial factors are considered the main motivation for emigration; however, migration is a complex phenomenon and requires a more nuanced investigation. The aim of this article is to analyse subjectively identified reasons of emigration from Lithuania to work in the elder care sector and motivation in choosing a particular country. The thematic data analysis of 13 semi-structured interviews revealed that emigration is motivated by an entirety of reasons: beside financial factors other „push“ (family, health) and „pull“ (knowledge about the country, family formation) factors are important. The move also is facilitated by the chain migration factors. The importance of the economic reasons for migration is revealed in cases of financial insecurity (loss of employment, threat of company bankruptcy, financial difficulties in the parents’ family etc.). Economic considerations become significant again, when comparing the job options and working conditions available to migrants. Work in the care sector for older people is seen as relatively easy, accessible and well paid. Other “push” factors were related to an unsatisfactory life situation, including stressful employment, and unsatisfying family relationships. The desire to get to know a foreign country, the opportunity to start a family or establish oneself there can work as „pull“ factors. The decision to emigrate was supported by the chain migration factors – encouragement, help and support of previously established immigrants. In some cases, it emerged as an independent factor of migration people emigrated, invited by relatives or acquaintances from abroad even though they did not initially plan to migrate.
 With the rapidly growing share of older people in Lithuania and the underdeveloped care services, the opportunity to retain potential emigrants by creating attractive working conditions for them in Lithuania, remains untapped. Policies should aim to improve the working conditions and opportunities in the care sector in Lithuania in order to encourage Lithuanians to stay in the country. In addition, regulations to better absorb (returning) migrants should be in place, given the ongoing movement between countries.

Russia's World-Class Research Centres: Key Results for 2020

Introduction. Russia's transition to a new quality of economic growth and level of competitiveness depends crucially on the level of scientific and technological development of our country. The national Science Project has a special role to play in accelerating scientific and technological growth. One of the main instruments in achieving Russia's leadership position in the world is the creation of a network of world-class research centres. Monitoring Tools. In conducting this research, methods of analysis, synthesis, and a systematic approach were applied. The main sources of information for analysis and assessment are the annual reporting data of world-class research centres, analytical data from the Russian Research Institute for Economics, Policy and Law in Science and Technology (RIEPL), as well as statistical information from open sources and official websites. Results. The performance of world-class research centres, comprising a network of international mathematical centres and centres carrying out research and development on S&T development priorities for 2020, were analysed. A comparison of the planned and actual results of the implementation of scientific activities, the achievement of targets, the formation of the staffing structure of world-class mathematics centres and world-class research centres is presented. Conclusion. The formation of world-class science centres will create attractive working conditions for Russian and foreign scientists and ensure Russia's presence among the world's top 10 countries in terms of research and development. The contribution of this scientific article can aid the Ministry of Education and Science of Russia in the development of proposals for the implementation of National Project "Science" activities.

An Overview of Healthcare Systems in Comoros: The Effects of Two Decades of Political Instability.

Background:There is ongoing scientific evidence pointing out the adverse effects of conflict on population health and development. Union of Comoros has experienced nearly two decades of political instability and military rule. This comprehensive review was carried out to ask whether the health crisis in Comoros is attributable to the consequences of the chronic political instability.Methods:This study involved a series of semi-structured interviews with key informants complemented by a comprehensive literature search of electronic databases and grey literature. A literature search was performed using all identified keywords associated with health indicators in Comoros to identify potential eligible publications in both English and French from 1975 to July 2020.Results:The analysis demonstrated that political instability and lack of proper leadership from the Government undermine the establishment of health policies which contributed dramatically to the decline in health performance. Additionally, the resurgence and emergence of old and new diseases such as cholera, chikungunya, malaria, HIV/AIDS as indicators of inadequate health services were most likely during political turmoil. Data also showed an out-migration of the health workforce and an increased overseas medical treatment demand, which indicate less attractive working conditions and weak health systems in the country. Meanwhile, an increasing performance of health status indicators was observed after the comprehensive peace process of the 2000-Fomboni Declaration.Conclusions:The chronic political instability in Comoros has contributed to the health crisis facing the Union of Comoros. It has hampered the implementation of proper institutions, which might guarantee the socio-economic development and prosperity of the population. Further studies were needed to evaluate the health burden associated with the two decades of political instability and military rule.

WORK–LIFE BALANCE OF GENERAL PRACTITIONERS IN GERMANY CONSIDERING RECENT REGULATIONS

Background: In the light of demographic changes in the population and among the doctors, the German government has in the last two decades taken several regulatory steps to address work–life balance and related issues.
 Objective: This article seeks to identify crucial pieces of legislation that may increase the attractiveness for the GP profession in Germany.
 Method: The article summarizes important regulatory steps and their results in terms of increasing the attractiveness of the GP profession.
 Results: Some regulations in Germany including the “Vertragsarztrechtsänderungsgesetz” led to more flexibilization in terms of the location and the internal structure of GP practices, while others addressed the further digitalization. A central element for creating attractive working conditions for GPs is the possibility of selective and direct contracting between the insurance companies and the GPs, parallel to the more general collective contracting.
 Discussion: While some of these regulations helped to make the GP profession more attractive, they have failed to increase the number of GPs especially in rural socially deprived areas.
 Conclusion: The government will need to invest more resources in scientific studies (e.g. international comparison) to identifying regulatory measures that help address the growing gap between the amount of GP care needed by the aging population and the level of care provided with the current human resources.

Human potential in the system of social and economic development: problems and prospects of Vinnytsia region

The article highlights the problems and prospects of human development, which is the basis for the long-term strategies of social and economic growth of different countries and regions at the present stage. Submitting strategies of this type provides an opportunity to focus on individual empowerment and to build a favorable environment for effective management decisions in the field of forming, maintaining, and restoring human potential. The analysis of the Vinnytsia region human potential dynamics in the regional system of social and economic development factors was carried out. Application of generalized assessment of the regional human development index components allowed the identification of the main trends that characterize the formation of human potential of the territory, including the reproduction of the population, social environment, comfort and quality of life, well-being, decent work, and education. The article emphasizes that despite some positive changes in the social and economic situation of the region and in assessing the parameters of its human development level relative to other regions of Ukraine, Vinnytsia region is now losing its human potential due to negative demographic situation and migration to other regions and countries. The main reason for such dynamics is proven to be related to the outdated structure of the region's economy, the predominance of the agricultural sector, the lack of progressive transformations in the development of high-tech fields of the economy. An important factor is the low level of urbanization of the region, which leads to the spread of less attractive working conditions and less comfortable living conditions. The key factors that cause the growth of urbanization in the region have been identified, including the significant positive impact of the transport and social infrastructure expansion, the lack of which in rural areas leads to a decrease in the level and comfort of life. Without progressive structural changes in the economy and the resettlement system, the loss of human potential will continue.

Rural livelihoods and agricultural commercialization in colonial Uganda: conjunctures of external influences and local realities

Rural livelihoods and agricultural commercialization in colonial Uganda: conjunctures of external influences and local realities

THE EDUCATIONAL BIOGRAPHIES OF ENGINEERS STARTING ACADEMIC CAREERS: COMPARATIVE PERSPECTIVE OF POLAND AND UKRAINE

The recent changes taking place in the European higher education systems leads to less stable, less secure and less attractive working conditions for academic teachers. Nonetheless, it is observed that the academic profession is attractive for young talented people. The research was aimed at studying educational biographies of engineers who took up PhD studies at technical universities in order to find out the importance of young people’s experience and life history in making important life decisions (i.e. starting academic career). The biographical research was performed based on the material of lifelines and autobiographic essays prepared by PhD students of technical universities in Poland and Ukraine. The study included 56 participants of 23 to 30 years of age. A typology of biographical narratives was developed as a result of analysis of the research material. Additionally, the crucial similarities and differences between educational biographies of PhD students from Poland and from Ukraine were indicated. On the basis of the research it can be determined that traditional motives of undertaking the academic profession – i.e. curiosity, professional status, and financial rewards – still play a big role. New motives are also appearing: investing oneself and social mission. An academic profession is seen as a possibility of development and autonomy to a greater extent than in the economic sector. However, the lack of guarantee of employment at the university after PhD studies and lower remuneration in academic structures compared to the economic sector make it difficult to plan one's own future and choose academic career instead of a different career path.

Characteristics of “work in agriculture” scientific communities. A bibliometric review

Work is a central concern for sustainable farming systems and rural communities, especially regarding specific issues of the agricultural sector, as the strong decrease in rural employment and the less attractive working conditions. Many articles covering diverse related topics have been published. However, the few studies analyzing the state of worldwide scientific research on work in agriculture give only a fragmented view, since they focus on specialized topics and disciplines. To fill this knowledge gap, the aim of this study was to review the state of research on work in agriculture addressed by the scientific literature, through a bibliometric analysis by country, institution, journal, author, and keywords. Our main finds are that (1) work in agriculture issues is divided into six main research domains: occupational health and safety, labor market and rural employment, labor and farm sustainability, work organization, agricultural policy and agrarian changes, and labor and family farms; (2) these research domains are analyzed by five scientific communities: ergonomics, agricultural economics, livestock farming systems, rural sociology, and agricultural policy; (3) the reference authors, most-cited articles, and main journals were identified for each scientific community; (4) USA, France, and China arise as leaders in the scientific landscape. We show for the first time the characteristics of the main scientific communities worldwide that have performed the most relevant research related to work in agriculture over the past 10 years. This review provides a benchmark for future research on agricultural work-related topics and encourages collaborations between researchers from different scientific communities for interdisciplinary innovation, which support sustainable working conditions in agriculture.

Study protocol for SeniorWorkingLife - push and stay mechanisms for labour market participation among older workers

BackgroundDue to demographic changes across Europe there are strong political interests in maintaining the labour force by prolonging working life, i.e. increasing retirement age. This may pose both challenges and opportunities for societies, workplaces, and individuals. The SeniorWorkingLife (Danish: SeniorArbejdsLiv) project investigates push and stay mechanisms for labour market participation – now and in the future - among older workers (≥50 years).MethodsIn July 2018, 30,000 Danes age 50 or older (18,000 employed, 7000 unemployed, 3000 voluntary early retirements, 2000 disability pensions) were invited to participate, of which 15,721 (52.4%) replied to the entire questionnaire and 17,885 (59.6%) replied at least in part. Baseline data collection was terminated in October 2018. The questionnaire covers 14 domains in relation to push and stay mechanisms for labour market participation: 1) basic information (demographics, employment status etc.), 2) multiple-choice question covering a wide range of push and stay mechanisms, 3) role of the workplace, 4) age-discrimination, 5) personal economy, 6) possibility for voluntary early retirement among employed and unemployed, 7) gradual retirement, 8) competencies and continued education, 9) return-to-work, 10) new technologies at the workplace, 11) job satisfaction and well-being, 12) working environment, 13) lifestyle, 14) health and functional capacity. The project aspires to repeat the survey as a prospective cohort every 2–3 years and to perform longitudinal follow-up in Danish high-quality registers about work and health.DiscussionThe SeniorWorkingLife project will provide important knowledge about push and stay mechanisms for labour market participation among older workers. Push refers to mechanisms that increase the risk of premature exit from the labour marker, e.g. due to poor health, poor working environment, age discrimination, and stay to mechanisms prolonging working life e.g. due to attractive working conditions and a good working environment. The project will also to some degree investigate stuck, pull and jump mechanisms. Collaboration and use of the data for scientific purposes by other researchers are encouraged. Interested researchers should contact the corresponding author.Trial RegistrationRegistered as cohort study in ClinicalTrials.gov Identifier NCT03634410 (August 16, 2018).

Tangible Patriotism during the First World War: Individuals and the Nation in British Propaganda

This article explores several propaganda campaigns aimed at British civilians during 1917. Through examples from campaigns for War Savings, Food Economy and National Service, it argues that propaganda in this crisis year was as much about identifying small, tangible, contributions that individuals could make to the war effort as about more sensational accounts of enemy wrongdoing. Propagandists targeted all sections of society, offering children and some women new status through war work, promoting attractive working conditions for others, and reminding the wealthy of the social responsibilities that their greater economic freedom carried in wartime. The article suggests that the consensual, voluntarist approaches promoted during 1917 remained an important precursor to possible forms of compulsion.

Careers in plastic and aesthetic surgery: a review of habilitation and professorship of members of the DGPRAEC

Background Over the last few decades plastic and aesthetic surgery careers aimed at holding a chair as head of the department or clinical director. The current career trend shows a drain of academic teaching staff to peripheral hospitals with sole clinical focus. The achievement of a doctorate in German university medicine or obtaining the venia legendi appears to be the termination of academic careers. This brain drain with loss of expertise and scientific output imposes a problem to future progress in clinical and scientific plastic and reconstructive surgery. The causative role of our present work profile, workload and financial compensation will be discussed in this paper. Methods In order to understand this brain drain, the scientific and clinical developments of all habilitands, Assistant Professors and University Directors enlisted in our specialist society (DGPRAEC) were analyzed. The evaluation included the duration of the residency, the time span from being a specialist physician to habilitation, as well as gaining a leadership position after habilitation. Finally, the current activity of the members at university and non-university institutions was evaluated. Results A total of 1238 members were analyzed. Among these, 177 (14.3 %) members had completed the habilitation. In total, 114 (9.21 %) were included based on full available CVs. Of the listed members, 80 members (6,5 %) had an APL professorship/university professorship in April 2017. 88 CVs showed an average time span of 4.2 years from specialization to habilitation. 80 CVs revealed a 5 year time span to achieve an APL professorship/university professorship. After an average of 4.2 years, leadership positions were held. Of the analyzed habilitations, 60 % were active in peripheral hospitals at the time April 2017. Discussion The loss of scientific and clinical expertise should be prevented in order to preserve academic plastic surgery with focus on patient care, academic education and research. This could be achieved by creating more attractive working conditions.

Securing the Continuity of Medical Competence in Times of Demographic Change: A Proposal.

BackgroundUniversity hospitals make up the backbone of medical and economic services of hospitals in Germany: they qualify specialist physicians, ensure medical research, and provide highly specialized maximum medical care, which other hospitals cannot undertake. In addition to this assignment, medical research and academic teaching must be managed despite a growing shortage of specialist physicians. By the year 2020, the need for the replacement of retired physicians and increased demand will total 30,000 positions. The situation will become more difficult because, on the whole, patients are becoming older and sicker and because specialist physicians are able to find more attractive working conditions in smaller hospitals, abroad, or outside of curative medicine.ObjectiveIn order to retain sufficient qualified employees, major improvements in quality are required in terms of working and training conditions. For this purpose, a sustainable innovation process is necessary, which incorporates solutions from outside of the health care sector in order to be able to learn from experiences and mistakes from other industries. The FacharztPlus project aims to find suitable measures in order to retain specialist physicians for more years after the completion of 5 years of professional training. This should determine the suitability of additional qualifications alongside the professional career and an expertise-related work organization oriented to different stages of life.MethodsStructured interviews, surveys, and repertory grids are used as preparation for cross-industry expert panels to create future work scenarios for university hospitals. Industries involved are harbor logistics (container terminal), airports, and digitized industrial production (“industry 4.0”) because these industries are also facing a shortage of qualified staff and have to respond to rapidly changing demands. Based on the experts’ scenarios, consensus groups will be established in each university hospital trying to reach consensus about the implementation of relevant factors in order to improve employee retention.ResultsWe expect these consensus groups to develop and introduce measures for more structured training procedures, individual and team incentives, organizational guidelines for better recruiting and retention in hospitals, models of flexible and attractive working conditions including shift work and vacation planning, and use of new learning tools (eg, tablet PCs and mobile phones).ConclusionsAll measures are implemented in the Department of Anaesthesiology, Intensive Care, Emergency Care and Pain Medicine at the University Hospital Muenster (UKM) with approximately 150 physicians and in the further 44 departments of the UKM and 22 teaching hospitals, which all together employ more than 5000 physicians. The measures will also be implemented at the university hospitals in Aachen, Rostock, and Greifswald. All decisions and measures will be discussed with representatives from hospital management and professional associations. Results will be presented at conferences and published in journals.

Millennials’ work values: differences across the school to work transition

Purpose– The purpose of this paper is to investigate whether work values vary across different life and career stages in a sample of Millennials.Design/methodology/approach– The sample for this study was comprised of 906 Canadian Millennials (born between 1980 and 1994).Findings– Pre-career and working Millennials varied in terms of the importance they placed on five work values – interesting work, achievement, good co-workers, doing work that helped people and salary – although these differences were small in magnitude. This suggests that Millennials’ work values are relatively stable as they grow older and gain work experience.Research limitations/implications– A large body of research citing generational differences relies upon cross-sectional studies which compares different generations of individuals at different life stages, thus making it impossible to disentangle whether the differences are a result of generational or life-cycle effects. The findings that the importance of work values shift over the life course suggest that maturation effects may explain only a small portion of these differences in the emerging adulthood phase. This finding is particularly important for researchers who rely on samples of post-secondary students as this is a period of change from both an individual and career developmental perspective.Practical implications– This research suggests that pre-career Millennials may be attracted to organizations which emphasize a collegial work environment and socially responsible culture. Once they are in the workforce, Millennials can be attracted and retained through attractive working conditions and remuneration. All Millennials are most likely to be attracted to workplaces that provide interesting work, work-life balance, job security and the information workers need to do their jobs effectively.Originality/value– Developmental psychology and career development literature suggest that transitioning from school-to-work is a major life event. Past research has shown that the importance of work values change across this transition and that this change differs among social generations (i.e. Baby Boomers and Generation Xers), but research to date has not examined this transition in the current, millennial generation (born after 1980). We answer the call for researchers to understand Millennials as they progress in their careers, demonstrate that the shift in work values is different for Millennials, and provide actionable recommendations for managers.