Millennials and Post Millennials: A Systematic Literature Review

The Role of Emotional Exhaustion in Understanding the Relationship Between Hybrid Work Characteristics and Innovative Work Behavior in Hybrid Working Arrangement

“…Being closely supervised while working in hybrid working arrangement make young workers tend to be overcommitting themselves to prove that they are strive for excellence in their work even though the works are managed by themselves remotely. This is in line with Prakash and Tiwari (2021) findings that Millennials are willing to work more than 40 hours a week to achieve dignity. Pushing on themselves with such behavior can be best explain why emotional exhaustion is existed even though boundarylessness is something they are look for as an employee.…”

“…The increase of emotional exhaustion surprisingly triggers Millennials and Generation Z to be more innovative rather than deteriorated. While it might be unique to assume, the finding is in line with both generations' behavior that are eager to seek for challenges to show that they are able exceeding organization's expectations, especially for Generation Z who possess great impulsion and courageous to deal with unpredictable changes (Bencsik et al 2016;Prakash and Tiwari 2021). As both possess high intellectuality, the rise in emotional exhaustion might perceived by them as a challenge because fewer resources motivated them to find innovative ways to deal with the problem as success must be pursued in whatever the situation is.…”

“…The effect of demand for constant learning which turned out positively influential to Millennials and Generation Z exhaustion also contributes to a new finding as it extends the research from Nikolova and Xie et al (2018) whose found the relationship was insignificant. Even though Millennials have a high sense of achievement, emotional intelligence has been undervalued by this generation which makes them need to have close mentors to supervised them and working in hybrid arrangement with minimum supervision might be the cause for this emotional exhaustion as they might not work on the right track (Bencsik et al 2016;Prakash and Tiwari 2021). As for Generation Z, learning is draining their energy and requiring longer working hours even though they are able to generate information from anywhere.…”

“…Afsar et al (2020) argued that innovation enhancement requires organizations to engage their employees to produce innovative work behavior. In today's workforce, where Millennials (26-40 years old) and Generation Z (18-25 years old) are expected to dominate by 2025, innovative work behavior is highly expected from these two generations as they are both highly knowledgeable, critical, creative, flexible, and ambitious, which has set the basis for being innovative in their nature (Bencsik et al 2016;Microsoft 2021;Prakash and Tiwari 2021).…”

Should I stay or move on—examining the roles of knowledge sharing system, job crafting, and meaningfulness in work in influencing employees' intention to stay

“…Fourth , to the best of our knowledge, no study has examined the role of knowledge sharing system, job crafting and meaningfulness in work in influencing employees' intention to stay. Thus, this study made a significant contribution by examining the stimulators enhancing the retention of Gen Y. Gen Y and Z have gained the burgeoning interest of both academicians and researchers in recent years; however, more research needs to be carried out in developing nations, especially India and China, which have large young populations comprising primarily of the millennial and post-millennial generation (Prakash and Tiwari, 2021). Addressing these crucial gaps prevalent in the literature, the present study offers an integrated framework for enhancing Gen Y employees' intention to stay with the organization.…”