Generation Z in the Labour Market - Contestation or Adaptation?

Abstract

Purpose:The main goal of the article is to identify the level of awareness of Z generation (representatives of the second-year students of master's studies of the University of Economics and Business in Wroclaw) regarding the structure of demand for specific professions and specialties in the labor market and to identify factors that have a decisive impact on retaining young employees in the company. Design/Methodology/Approach: The investigation involved the revision of relevant literature and conducting own research. The presented goal and research questions implied the need to select appropriate methods, techniques and research tools. The authors conducted their research using a questionnaire, which contained closed questions in the form of a disjunctive cafeteria with a 4-point scale. The questionnaire was followed by a metric, enabling the socio-demographic characteristics of the studied population. Then, as part of the adopted research methodology, the data analysis method was used. Due to the nominal nature of the variables, frequency and percentage statistics were used in the statistical study. The empirical part is based on the results of the survey conducted in the first quarter of 2020 on the sample of 271 representatives. Findings: The results showed that the youngest generation of employees aims for employment stability, they have an 'idea for themselves' that will allow them to meet the needs that are important to them. The findings should help managers in Polish companies not only understand young employees but also facilitate the orientation of the young Z's in the labor market in reaction to the existing working and employment conditions. Originality/Value: The research results shall contribute to the debate on the kind of employees the young people from Generation Z shall become and whether and how they shall differ from representatives of previous generations. It should be noted that there is a difference between what Generation Z declares and what they really need. Paradoxically, despite the great openness of Generation Z to changing their workplace, the vast majority of them is also looking for the security of having it.

Values as motivating factors for representatives of generation Z in the Czech Republic and Slovakia within the European context

“…In their efforts, they need to see meaning. They do not perceive Achievement in a certificate, which may help them in the labor market, but considering the current dynamic transformation of the labor market might not be a guarantee of gaining a job ( Bessant, 2018 ; Bughin et al, 2018 ; Defratyka and Morawski, 2019 ; Chomątowska et al, 2021 , 2022 ). Conversely, they wish for Power in form, ‘to be seen’, i.e., to show their competence equipment ( Arta et al, 2023 ).…”

Digital natives of the labor market: Generation Z as future leaders and their perspectives on leadership

“…Within these generational differences, the majority of the workforce consists of Baby Boomers (19%), Generation X (35.5%), and Generation Y (39.4%) (John Hopkins University, 2023). Although these generations form the majority in labor market, it is expected that Generation Z with its more than two billion representatives in the world population will form 30% of global labor force by 2050 (Chomątowska et al, 2022). In the near future, the labor market will be mostly made up of the representatives of Generation Y and Z and Generation Z will begin to assume important positions in this market (Mărginean, 2021;Lazar et al, 2023).…”

Young adults’ job satisfaction in Poland and the Czech Republic: a comparative analysis

“…On the other hand, GenZ is the youngest generation commencing professional careers. However, many of them are still in the starting blocks because of the ongoing education process (Chomątowska et al, 2022). Young adults belonging to GenZ are interested in starting a career but are willing to make fewer sacrifices than GenY (Böhlich & Axmann, 2020).…”

“…As it is emphasized in the literature GenZ worries about the economy and ecology in opposition to GenY mainly worried about their status on social media (Veluchamy et al, 2016). GenZ likewise GenY is open to changing employers but at the same time critical for them is the safety of stable employment (Chomątowska et al, 2022;Deloitte, 2022). In comparison to older generations, who are also familiar with the technology, particularly GenY, they are socialized virtually and have fewer real-life contacts.…”