Generation Z’s Approach to Searching for and Performing Work
DOI:
https://doi.org/10.15678/krem.18632Keywords:
Generation X, Y, Z, attitude to work, lifestyle, behaviour, expectationsAbstract
Objective: The main purpose of the article is to identify the most significant factors influencing Generation Z’s approach to work. The priorities that guide individuals of this generation in looking for and performing work were established and then assessed.
Research Design & Methods: The paper conducts a critical review of the literature before presenting quantitative research. The basis for the empirical research was a two-part questionnaire. The first one was a data sheet used to characterise the sample, while the second contained closed questions that respondents rated on a 5-point Likert scale. The collected empirical material was coded and converted into numerical data for detailed analyses of the population. The scale enabled us to determine the strength and direction of the impact of each variable. Due to the multidimensional and multifaceted nature of the problem, factor analysis procedures were used. The decisive factor for choosing this procedure was the individualised and subjective nature of most responses. Calculations were done with Statistica StatSoft 13.3, using descriptive statistics, correlations, and multivariate analyses. The survey was conducted in late 2022 and early 2023 on a sample of 428 representatives of Generation Z.
Findings: The results showed that Generation Z’s approach to work is pragmatic and confrontational. In their search for and performance of a job, they consider standard factors such as: salary adequate to the commitment and the position, various employee benefits, and the relationship and atmosphere in the workplace. At the same time, they strive for independence, prefer flexible working hours, seek understanding, forbearance and empathy and, above all, lack of exploitation and being overloaded with tasks.
Implications / Recommendations: Demographic changes in today’s world have forced companies to change their employment policies. In many cases, the methods have not met expectations, which has been a factor in the widening employment gap. Our research could help entrepreneurs understand Generation Z and fashion job offers that are attractive to Gen Z as it enters the labour market. They should also help Gen Z navigate the labour market, particularly regarding employer expectations and conditions.
Contribution: The results of the study are a voice in the discussion on the behaviour, expectations, approach and commitment of Generation Z in the labour market. The factors confirm other research and underscore the dynamic changes this generation is exhibiting as it carves out its place in socio-economic life.
Downloads
References
Beer, P., & Mulder, R. H. (2020). The Effects of Technological Developments on Work and Their Implications for Continuous Vocational Education and Training: A Systematic Review. Frontiers in Psychology, 11, 918. https://doi.org/10.3389/fpsyg.2020.00918
Benítez-Márquez, M. D., Sánchez-Teba, E. M., Bermúdez-González, G., & Núñez-Rydman, E. S. (2022). Generation Z within the Workforce and in the Workplace: A Bibliometric Analysis. Frontiers in Psychology, 12, 736820. https://doi.org/10.3389/fpsyg.2021.736820
Bieleń, M., & Kubiczek, J. (2020). Response of the Labor Market to the Needs and Expectations of Generation Z. e-mentor, 4(86), 87–94. https://doi.org/10.15219/em86.1486
Bridges, T. (2015). 5 Ways the Workplace Needs to Change to Get the Most out of Generation Z. Retrieved from: https://www.fastcoexist.com/3049848/5-ways-the-workplaceneeds-to-change-to-get-the-most-out-of-generation-z (accessed: May 2023).
Chillakuri, B., & Mahanandia, R. (2018). Generation Z Entering the Workforce: The Need for Sustainable Strategies in Maximizing Their Talent. Human Resource Management International Digest, 26(4), 34–38. https://doi.org/10.1108/HRMID-01-2018-0006
Csiszárik-Kocsír, Á., & Garia-Fodor, M. (2018). Motivation Analysing and Preference System of Choosing a Workplace as Segmentation Criteria Based on a Country Wide Research Result Focus on Generation of Z. On-line Journal Modelling the New Europe, 27, 67–85. https://doi.org/10.24193/OJMNE.2018.27.03
Dolot, A. (2018). The Characteristics of Generation Z. e-mentor, 2(74), 44–50. https://doi.org/10.15219/em74.1351
Gaidhani, S., Arora, L., & Sharma, B. K. (2019). Understanding the Attitude of Generation Z towards Workplace. International Journal of Management, Technology and Engineering, 9(1), 2804–2812.
Georgieva Zh., & Atanasova, V. (2015). Edno izsledvane na predpriemacheskite umenia u “digitalnoto pokolenie” zet. Obrazovanieto – faktor za ikonomicheski rastezh i razvitie na choveshkia kapita (Vol. 8). Visshe uchilishte po menidzhmant.
Ignatczyk, W., & Chromińska, M. (2004). Statystyka. Teoria i zastosowanie. Wydawnictwo Wyższej Szkoły Bankowej.
Kapil, Y., & Roy, A. (2014). A Critical Evaluation of Generation Z at Workplaces. International Journal of Social Relevance & Concern, 2(1), 10–14.
Kovacheva, S. (2012). Balansat mezhdu rabotata i semeystvoto. Izdatelstvo Iztok-Zapad.
Kukla, D., & Nowacka, M. (2019). Charakterystyka podejścia do pracy przedstawicieli pokolenia Z – praca w systemie wartości młodych. Cz. 1. Polish Journal of Continuing Education, 3, 120–130. https://doi.org/10.34866/j3z5-5633
Lanier, K. (2017). 5 Things HR Professionals Need to Know about Generation Z: Thought Leaders Share Their Views on the HR Profession and Its Direction for the Future. Strategic HR Review, 16(6), 288–290. https://doi.org/10.1108/SHR-08-2017-0051
Levickaitė, R. (2010). Generations X, Y, Z: How Social Networks Form the Concept of the World without Borders (the Case of Lithuania). Creativity Studies, 3(2), 170–183. https://doi.org/10.3846/limes.2010.17
Magano, J., Silva, C., Figueiredo, C., Vitória, A., Nogueira, T., & Pimenta Dinis, M. A. (2020). Generation Z: Fitting Project Management Soft Skills Competencies – a Mixed-method Approach. Education Science, 10(7), 187. https://doi.org/10.3390/educsci10070187
Mahand, T., & Caldwell, C. (2023). Quiet Quitting – Causes and Opportunities. Business and Management Research, 12(1), 9–19. https://doi.org/10.5430/bmr.v12n1p9
Mihelich, M. (2013). Another Generation Rises: Looking beyond the Millennials. Retrieved from: https://workforce.com/news/another-generation-rises-looking-beyondthe-millennials (accessed: 24.05.2023).
Ochis, K. (2024). Generation Z and “Quiet Quitting”: Rethinking Onboarding in an Era of Employee Disengagement. Multidisciplinary Business Review, 17(1), 83–97. https://doi.org/10.35692/07183992.17.1.7
Öztürk, E., Arikan, Ö. U., & Ocak, N. (2023). Understanding Quiet Quitting: Triggers, Antecedents and Consequences. International Journal of Behavior, Sustainability and Management, 10(18), 57–79. https://doi.org/10.54709/jobesam.1299018
Racolta-Paina, N. D., & Irini, R. D. (2021). Generation Z in the Workplace through the Lenses of Human Resource Professionals – a Qualitative Study. Quality – Access to Success, 22(183), 78–85.
Roach, B., Goodwin, N., & Nelson, J. (2019). Consumption and the Consumer Society. Global Development and Environment Institute, Tufts University.
Sirgy, M. J., & Lee, D. J. (2018). Work-life Balance: An Integrative Review. Applied Research Quality Life, 13, 229–254. https://doi.org/10.1007/s11482-017-9509-8
Tsetsegmaa, Ts., Enkhbayar, Ch., & Altanchimeg, Z. (2019). Relation to Labor and Employment Form of X, Y, Z Generations: Similarities and Differences. International Research Journal, 5(83), 6–10. https://doi.org/10.23670/IRJ.2019.83.5.028
Urick, M. J., Hollensbe, E. C., Masterson, S. S., & Lyons, S. T. (2017). Understanding and Managing Intergenerational Conflict: An Examination of Influences and Strategies. Work, Aging and Retirement, 3(2), 166–185. https://doi.org/10.1093/workar/waw009
Workforce Institute. (2019). Full Report: Generation Z in the Workplace. Retrieved from: https://workforceinstitute.org/wp-content/uploads/2019/11/Full-Report-Generation-Z-in-the-Workplace.pdf (accessed: May 2023).
Zheley, Zh., & Iliev, D. (2023). Predizvikatelstva pred digitalnoto prepodavane na pokolenie Z. In: Digitalna transformatsia na obrazovanieto – problemi i reshenia, otsenyavane i akreditatsia. Rusenski universitet.
Downloads
Published
Issue
Section
License
Copyright (c) 2025 Krakow University of Economics
This work is licensed under a Creative Commons Attribution 4.0 International License.
