Gen Z entering the workforce: Restructuring HR policies and practices for fostering the task performance and organizational commitment

Abstract

Generation Z, the youngest generation is steadily entering the workforce with an entirely unique perspective on careers and workplace norms. Employers need to embrace this generation cohort and use their strengths while providing meaningful work. In this regard, the paper aims to examine the influence of HR policies and practices on Generation Z, toward job satisfaction using the attraction-selection-attrition (ASA) theory and self-determination theory (SDT). Incorporating structural equation modeling, on a sample of 493 Generation Z employees, this paper came up with findings that flexible work practices, reward and recognition, compensation and benefits, feedback-seeking behavior and volunteering work positively influence Gen Z. In addition, this paper also reveals that job satisfaction mediates the relationship between HR practices, task performance, and affective organizational commitment. The paper is a novel attempt to sensitize the employers to look beyond the surface by orchestrating a new model for meeting Gen Z expectations. The implications of these findings for theory and practice, as well as its limitations and future directions, conclude the paper.

A Study of Generational Conflicts in the Workplace

“…As a generation that grew up with instant access to information, Gen Z developed a habit of expecting information to be always-on and always-available, which lead to similar expectations for feedback as Gen Y (Mărginean, 2021). Members of the young workforce are always in "learning mode" and as a result need regular feedback (Aggarwal et al, 2020). Another example of behaviour conflict would be if an employee from Gen Y is the manager of a Baby Boomer.…”

The nature of the influence of digitalization and artificial intelligence on the sociocultural environment and education in the conditions of the pandemic: views of students of generation Z Russia and Slovakia

“…В условиях цифровизации и внедрения искусственного интеллекта в социальную среду, бизнес структуры все более востребованы цифровые компетенции, навыки цифровой коммуникации [16; 45; 56]. Имея определенные преимущества в освоении цифровых технологий, компетенций в использовании компьютерных и коммуникационных средств, поколение Z предъявляет свои требования к современным работодателям в формировании более лояльной кадровой политики по отношении к молодежи [2].…”

“…Цифровые коммуникации в большей степени позволяют российским студентам взаимодействовать с преподавателями в удобное для них время, получая необходимую информацию для обучения. Использование ИИ в поисковых системах дает возможность быстро находить необходимую учебную информацию, а также взаимодействовать с работодателями на рынке труда [2]. Это особенно отмечали словацкие студенты.…”

Y–z in the Labour Market: Employee Perceptions in Different Cultures (Hungary–pakistan)

“…They are not characterised by commitment, they take advantage of new opportunities and prefer challenges. Generation Z is thus an innovative and fast generation, wishing to learn and develop, and, as a result, they can be compelled to reach the company's goals primarily through internal motivating factors (Aggarwal et al, 2020).…”