Generation Z Workplace Communication Habits and Expectations

Janssen, D.; Carradini, Stephen

doi:10.1109/tpc.2021.3069288

Cited by 25 publications

(26 citation statements)

References 15 publications

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“…Because of the advent of technological devices, Gen Z's psychology, mentality, and passion for the virtual system and social media have influenced their psychology, mindset, and obsession with the virtual world and social media, moving them away from real life. This is guaranteed because this generation was introduced to the "internet era" and "everyday social updates" earlier and was able to connect giant data sets with a poor shot using the Strength of SM regularly, which has become a part of everyday life and emotional intimacy (Ajmain, 2020;Janssen & Carradini, 2021;Szymkowiak et al, 2021;Thangavel et al, 2019).…”

Section: Discussionmentioning

confidence: 99%

“…The advent of online engagement reveals that Gen Z doesn't have a bright delineation between cyber and interpersonal interaction. Well before the COVID-19 virus outbreak, Janssen & Carradini (2021) discovered that Gen Z staff have an unanticipated awareness of the negatives of digital use, the existence of different priorities and proficient perceptions, the consciousness of technological advances, and concern for the boundaries between work and home, that also alerts institutions to mitigate harmful generational taboos and promote better engagement approaches to match the latest generations. Gen Z's intentions and desire to use social media are influenced by their emotions of ease and attractiveness (Hsing et al, 2020).…”

Section: Social Media Usage Moderating Rolementioning

confidence: 99%

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Indonesian Generation Z Work Expectation and Intention to Apply for Job: Role of Social Media

Rani

Jalih²,

Widyowati³

2022

Quant. Econ. Manag. Stud.

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In the post-pandemic and disruption period, a company's talented human capital must be able to give competitiveness and agility. Considering the talent's expectations, businesses should provide an appealing employment environment. Using the SEM technique, the study analyses data on the intention to apply among 350 Indonesian nearly-graduated college students and implicitly validated the Gen Z work expectation scale empirically. The findings show that Generation Z's work expectations substantially impact their willingness to apply for jobs. When choosing a career, the top three considerations for respondents are health insurance, a coaching manager, and work security. Messages in job adverts should most likely appear on the company's social media account, emphasizing more psychological aspects that appeal to Generation Z's expectations, notably work benefits. Rather than having a moderating influence, social media direct connection strongly predicts job application intent.

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Section: Discussionmentioning

confidence: 99%

Section: Social Media Usage Moderating Rolementioning

confidence: 99%

Indonesian Generation Z Work Expectation and Intention to Apply for Job: Role of Social Media

Rani

Jalih²,

Widyowati³

2022

Quant. Econ. Manag. Stud.

View full text Add to dashboard Cite

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“…In this section, the aims, presented above, together with examples of tasks and an account of challenges encountered will be presented and discussed. In addition, and as a reflection of the growing digitalization of society in general, and workplaces in particular, a reflection will be included on the more informal modes of communication that have also been incorporated into EPS in the past years (promotional texts, graphics and videos), alongside videoconferencing and chat communication which are currently becoming part of newer generations' repertoires (Janssen & Carradini, 2021).…”

Section: Methodology and Types Of Activitiesmentioning

confidence: 99%

Handbook of Research on Improving Engineering Education With the European Project Semester

2022

Advances in Higher Education and Professional Development

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In the European Project Semester (EPS), communication is key. It is through continuous communication that project teams can plan and develop their projects, involving supervisors and companies in internationalized contexts. Furthermore, project outcomes are defined in the form of communication artifacts, typically a written report and an oral presentation, both of which are assessed in terms of their contents and communicative value. Set in the context of the EPS programme at UPC, this chapter situates TPC in engineering education and identifies communication practices as part of the professional practices of engineers. After presenting the main approaches to TPC in engineering, the chapter discusses how TPC is approached from a problem-solving perspective. The rationale and organization of the TPC course are presented, together with examples of tasks based on a practical methodology that promotes familiarization, practice, reflection and dialogue. From the principles discussed, a specific proposal is made for integrating TPC in EPS and similar capstone programmes. From an interdisciplinary perspective, this chapter reflects on the importance of TPC in engineering education, the requirements of globalized professional settings and the pervasiveness of digitalization, to discuss how engineering students can effectively engage in international engineering communication.

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“…Gen Z is used to categorize people who are born between 1995 and 2012, the demographic cohort after the millennial (Janssen & Carradini, 2021). In the U.S., they are the most racially diverse generation up to date, with non-White making up 49% of the cohort (Seemiller & Grace, 2019).…”

Section: Generation Zmentioning

confidence: 99%

“…Gen Zs grew up with a technology driven lifestyle. Living in an era of speedy high-tech communication, an expectation of alwayson and always-available information is a norm for Gen Z (Janssen & Carradini, 2021). Native from the internet era, Gen Zs are mostly managing multiple identities, with one "real life" identity and several online ones (Seemiller & Grace, 2019).…”

Section: Generation Zmentioning

confidence: 99%

A Study of Generational Conflicts in the Workplace

Appelbaum

Bhardwaj

Goodyear

et al. 2022

EJBMR

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This article reviews research around generational differences and examines the causality between these differences and conflicts usually happening at the workplace. The conflicts can be defined as value-based, behaviour-based, or identity-based. These generational differences also affect managers’ strategies when dealing with conflicts at work. Morton Deutsch’s theory of cooperation and competition is often used for organisations to understand the nature of conflicts, and the Conflict Process Model can be used to examine how conflicts can evolve. Studies show that once a generational conflict is identified and understood, organizations can mitigate and resolve the conflict by developing mentorship between the parties involved to embrace generational diversity. Various components of the HR activities should also be altered to adapt generational differences for an organization to attract and retain talents. As events and developments that caused generational differences are chronological, conflicts that could arise from the reactions by different generations to the future of work leaping through the recent Covid-19 pandemic should be prepared. However, some studies raised debate about the causality between generations and behavioural characteristics at work and argued the necessity of managing conflicts caused by generational differences, raising concerns that attributing conflicts to generational differences potentially oversimplifies the problems.

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Generation Z Workplace Communication Habits and Expectations

Cited by 25 publications

References 15 publications

Indonesian Generation Z Work Expectation and Intention to Apply for Job: Role of Social Media

Indonesian Generation Z Work Expectation and Intention to Apply for Job: Role of Social Media

Handbook of Research on Improving Engineering Education With the European Project Semester

A Study of Generational Conflicts in the Workplace

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