A person-organization fit Model of Generation Z: Preliminary studies

Abstract

The study looks at developing a person-organization fit model based on the unique characteristics of the new generational cohort, Generation Z, now entering the workforce. Theory suggests competitive advantage may come to a firm based on its unique human capital, the human resources it employs and develops. Further, organizations will be more successful in attracting the valuable employees they seek if they can provide a workplace appealing to them in terms of organizational values, culture, and other aspects that may also include more familiar enticements such as pay and benefits. To address the gap, this pioneering study investigates the context of person-organizational culture for the Z Generation entering the labor market. The key questions answered by the authors when describing the Person-Organization Fit Framework for Generation Z include the differences in how organizational culture appeals to Gen Z men and Gen Z women. The research results are presented in three steps: an analysis of workplace environment elements for Gen Z, correlation analysis between the workplace environment elements required by Gen Z, and presentation of a Person-Organization Fit Framework for Gen Z. From a sample of 3393 students at technological secondary schools in the Wielkopolska Region, the survey results provided evidence of the workplace preferences for this cohort. In addition, results were further analyzed for differences in gender and intended profession. For this region, Generation Z has variable individual needs and wants, some of which can be easily identified (gender, profession) but some of which may be less clear. These research results may be used for designing appealing workplaces taking into account person-organization needs for young people. Based on this novel research, organizations employing the resulting work framework for Gen Z will be better prepared to consider the nature and communication of what they have to offer as well as how they can be flexible in adapting these offerings to unique individuals.

Generation Z Within the Workforce and in the Workplace: A Bibliometric Analysis

“…Some articles studied the relationship between of employees, and companies or positions. The first one would be a personorganization fit model, so that the characteristics of the companies are congruent with the needs and wants of their employees (Graczyk-Kucharska and Erickson, 2020). The second would be an employee-job fit, with the aim of attaining a job satisfaction, as well as the work engagement and performance (Truxillo et al, 2012).…”

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

“…Understanding the peculiarities of Gen Z is more important than ever. Youngsters begin to demand things differently from organizations, and interestingly, some of these expectations can be articulated while still factoring in their interesting characteristics (Graczyk-Kucharska & Erickson, 2020). In terms of preferred office situations, Iorgulescu's (2016) studies confirm previous research that Gen Z desires collaboration in an interconnecting room, has a constant necessity for advancement, wants to be mentored by experienced leaders, and preferences a good association (Lazányi & Bilan, 2017), and also has a strong need for predictability.…”

Job Selection Priorities and Intention to Apply: Research Model Propositions

“…The P-O fit theory developed by [18] contends that some organizational components have the potential to be consistent with the desires of their workforces. When someone believes that their expressed behaviors will have the desired effect, they are more likely to engage in that activity [19]. Firms actively pursue P-O fit, especially in responding to Gen Z employment preferences, to reap the rewards of investments in an efficient recruitment process.…”