Generation Z Perceptions of a Positive Workplace Environment

Leslie, Braedon; Anderson, Claire; Bickham, Cole; Horman, Julia; Overly, Audrey; Gentry, Claire; Callahan, Clark; King, Jesse

doi:10.1007/s10672-021-09366-2

Cited by 38 publications

(30 citation statements)

References 26 publications

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“…There exist supporting studies on intragenerational differences. These revealed how the visions, preferences, and features of Gen Zers vary by regions (Scholz, 2019), or even by their workplace perceptions (Leslie et al, 2021), depending on external situational factors such as events, crises, technology, or trends of their youth.…”

Section: Contextualization Of the Study Generation Zmentioning

confidence: 99%

“…A number of recent studies examine the characteristics of Generation Z (Gen Z) individuals (Gen Zers), their values (Maloni et al, 2019;Cresnar and Nedelko, 2020), their attitudes toward work and organizations (Barhate and Dirani, 2021), the way they adapt to the workplace (Chillakuri, 2020), and even distinguishing intragenerational variants within this cohort (Scholz, 2019;Leslie et al, 2021), as well as its similarities and differences with other generations (Hernaus and Poloski Vokic, 2014;Klopotan et al, 2020;Mahmoud et al, 2021), but mostly with Generation Y (Raslie and Ting, 2021). Given the need to adapt in the workplace not only for the latest generation, but for the cohesion and cooperation between generations, this adds extra difficulty to the human resources management (HRM), and to an efficient workflow and environment in the workplace.…”

Section: Introductionmentioning

confidence: 99%

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

et al. 2022

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This article aims to improve the knowledge on Generation Z as employees within workforce and in the workplace, as well as on the main thematic trends that drive the research on the topic. To this end, and using bibliometric techniques, a sample of 102 publications on this subject from Web of Science between 2009 and 2020 is analyzed. Research discusses the most published and most cited authors and journals to have a broad view of the context of the subject. Later, through a longitudinal view, the study mainly focuses on analyzing the evolution of thematic clusters, to assess the progress of the themes, as well as the network around the principal motor cluster of each period. The obtained results suggest a hardly developed topic, which started to draw attention in 2018, while still having a wide margin for growth. The core of research on the topic has evolved around “Generation-Z” “generations,” “workplace,” “management” and “attitudes,” “leadership,” “career,” or “learning-teaching-education,” although a low keyword stability among periods was noted. There is a need for further development on a variety of aspects regarding this generation and the labor market, as the study shows a clear orientation toward management and generational diversity within the workplace.

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Section: Contextualization Of the Study Generation Zmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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

et al. 2022

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“…To describe people who arrived after 2000, Schroer (2008) used the term "Generation Z" (Amiama-Espaillat & Mayor-Ruiz, 2017). Although there are several significant gaps among generations, according to Leslie et al (2021) research, a commonality is likely influenced by their proximity to members from these generations. Attracting high-potential Gen Z applicants and creating an appealing program are necessary steps to get closer to them and ensure their continued commitment to the organization.…”

Section: Hypothesis Developmentmentioning

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.

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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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“…A study by Bahr and Laszig (2021) shows that the shortage of qualified workers and the average age is rising mainly because of the lack of young labourers. Nowadays, especially these employees have the expectation and need to identify more with their job or the final product of their work (Gabrielova and Buchko, 2021;Leslie, et al, 2021). The increasing importance of work identity over the last decade is also highlighted in the literature review by Miscenko and Day (2015).…”

Section: Introductionmentioning

confidence: 99%

Examination of the Communication Strategy Based on Company Straplines: A Case Study of German Construction Companies

Schnell

2022

CEB

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A target group-oriented communication strategy is decisively responsible for a company's success. Consequently, addressing the potential target group in all communication sectors could enable a valuable competitive advantage. To verify if companies within the German construction industry follow this theory, a study was conducted. In this study, the communication strategy of the 50 largest German construction companies was examined, based on their company straplines. The following article presents the results. As a research method, both a content analysis was conducted and the basic principles of the "Zurich Model of Social Motivation" of psychologist Norbert Bischof and the archetype theory based on Carl Gustav Jung were applied. The current challenges in the construction industry require a high focus on customer-centricity and collaboration. The study revealed that most of the analysed company straplines are addressed rather to the competitors than to the customers and partners. As a result, the straplines should be rethought and adapted to the customers' needs and current market requirements.

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Generation Z Perceptions of a Positive Workplace Environment

Cited by 38 publications

References 26 publications

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

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

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

Examination of the Communication Strategy Based on Company Straplines: A Case Study of German Construction Companies

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