Self-Assessment of Digital Competenciees among Employees and Non-Working People of Generation Z in the Economy 4.0

Abstract

Purpose: The objective of this article is to identify and analyse self-assessment of digital competencies among employees, soldiers and Generation Z people who are not in employment, as well as its correlations with gender, generation, personality, place of residence, professional status, interest in professional military service, motivation, feeling of satisfaction of their expectations concerning employment/military service, as well as capacity to work in Economy 4.0. Design/Methodology/Approach: The sample was based on random selection of 23 out of 28 powiats and questionnaires handed out during the obligatory military entrance processing by Military Draft Offices. Non-parametric tests were used for data analysis. Correlations between the variables were tested by chi-square test for variables on nominal scale. For analysing correlations between the numerical and categorical variables, U-Mann-Whitney test (for two groups) or Kruskal-Wallis test (for more than two groups) were applied. In the case of two numerical variables, Spearman's linear correlation coefficient was applied. Furthermore, in the case of more than two groups, the author applied Jonckheere-Terpstra trend test and post hoc analysis with Dunn test with Bonferroni's correction for tied ranks. Findings: Empirical research indicates that the level of the studied digital competencies is not high in respondents' self-assessment. Respondents of Generation Y declared the highest self-assessment of the competencies. The level of digital competencies varied depending on the place of residence and it was the lowest among respondents living in countryside. It turned out that soldiers have significantly higher digital competencies than civilians. No significant differences in digital competencies were found with respect to gender and position held. However, a series of significant correlations were found between digital competencies and other variables. Practical Implications: Practical business implications concern mainly necessity of broader development of digital competencies in organisations, and in Economy 4.0. Originality/value: The article describes a diagnosed competency gap in the area of digital competences in employees, soldiers and non-working representatives of generation Z. It has also been established that the increase in their digital competences increases their motivation to work, their willingness to operate their own business, leads to a higher sense of fulfilment of expectations concerning employment/military service, higher interest in professional military service and higher capacity to work in Economy 4.0.

COVID-19 Pandemic as an Agent of Change in the Use of Job Recruitment Information Sources by the Generation Born Since 2000

“…As research has shown, the generation born since 2000 in Poland uses similar digital sources of job recruitment information as the rest of the world, but to a slightly lesser extent (RNL, 2020;European Commission, 2020;Kupczyk, 2021).…”

“…However, its importance seems crucial, against the background of the ongoing fourth industrial revolution and the development of the digital world (Volini et al, 2017;Lores Gómez et al, 2019). Especially since the level of digital competence in Poland is not high (European Commission, 2020), even in the young generation (Kupczyk, 2021). ICT substantially changed the shape of the world people were accustomed to.…”

The Development of Digital Competencies for Royal Thai Armed Forces Headquarters Lead to an Intelligent Headquarters

“…Moreover, the relevance of digital analysis is further supported by the work of (Garfinkel, 2010), who emphasized the need for standardized, modular approaches for data representation and forensic processing, which are essential for systematic analysis. Additionally, the study by Kupczyk (2021) focused on self-assessment of digital competencies among employees and soldiers, highlighting the correlation between digital competencies and the capacity for systematic analysis. The impact of digital analysis on decision-making and strategic planning is also evident in the study by (Nowacka & Rzemieniak, 2021), which discussed the influence of the VUCA (volatility, uncertainty, complexity, ambiguity) environment on digital competencies of management staff.…”

Niedopasowanie kompetencji w organizacjach o zróżnicowanej wielkości

“…Nie oznacza to jednak, że problematyka identyfikacji i oceny potencjału kompetencyjnego nie jest analizowana na szczeblu ukształtowanych, doświadczonych pracowników (strona podażowa) (np. Kupczyk, 2021;Elliott-Engel, Westfall-Rudd, Seibel, Kaufman i Radhakrishna, 2021) bądź oczekiwań kompetencyjnych pracodawców (strona popytowa) (np. Szydło, Wiśniewska, Tyrańska, Dolot, Bukowska i Koczyński, 2021).…”