The Long Tail of Generation Z and the Future of a Freelance Economy

Wheatley, Anna Copeland; Hibbler-Britt, Lillie M.

doi:10.1108/978-1-78973-073-920191007

Cited by 2 publications

(3 citation statements)

References 4 publications

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“…According to Schaufeli (2017), Lithuania is a country with a high work engagement level, thus, practical application of the findings is more applicable to countries with the same high work engagement level. As it was mentioned in the scientific literature analysis, Generation Z is only now entering the labour market (Wheatley and Hibbler-Britt, 2019), and therefore, so far the number of representatives of this generation being engaged in work, and at the same time participating in the research, has been rather low, since the majority of Generation Z are still learning/studying. Hence, although work engagement of Generation Z employees has been identified as the lowest, i.e.…”

Section: Resultsmentioning

confidence: 99%

“…According to Twenge, Campbell, Hoffman and Lance (2010), the labour market today consists of individuals from several generations: the Baby Boomers (born 1946-1964), Generation X (born 1965-1981), and Generation Y (born 1982-1999. Gradually, the Baby Boomers are leaving the labour market, while Generation Z (born since 2000) are entering the labour market (Wheatley and Hibbler-Britt, 2019). According to the Theory of Generations, generations are divided into groups of people of similar age, which share historical and social experience in the most significant periods of development (Howe and Strauss, 2000;Perry, Golom, Catenacci, Ingraham, Covais and Molina, 2017).…”

Section: The Theoretical Aspects Of Work Engagement Of Different Genementioning

confidence: 99%

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The Relationship Between Work Engagement of Different Generations and Mobile Learning

Statnickė¹,

Savanevičienė²,

Šakys³

2019

Acta Univ. Agric. Silvic. Mendelianae Brun.

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As regards work engagement, different generations are affected by different factors. The aim of this paper is to determine whether there is a relationship between work engagement and mobile learning and whether there are significant variances between work engagement and mobile learning among different generational cohorts. Methods: Quantitative research was performed using “Individual Innovativeness Scale” developed by Hurt, Joseph and Cook (1977) and “The Mobile Learning Scale (MBC)”, formed by Fatima, Ghandforoush, Khan and Masico (2017), applying the Technology Acceptance Model (TAM). The research included 231 representatives of different generations working in the organisations which used mobile learning in workplace and employed representatives of all four generations in Lithuania, EU. For statistical analysis two-way ANOVA was used, followed by post hoc pairwise comparisons (Bonferroni correction). Findings: There are significant differences in work engagement by different generations and mobile learning. Vigor, dedication and absorption were significantly affected by generation and by mobile learning. Conclusions: Generation X and Generation Y are more engaged in the workplace than Generation Z. Generation Z is more prone to using mobile learning in the workplace than Generation X and Generation Y; in comparison to other generations, the Baby Boomers are least prone to using mobile learning in the workplace. Recommendation: A focus on Generation Z mobile learning in the workplace would increase their work engagement.

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Section: Resultsmentioning

confidence: 99%

Section: The Theoretical Aspects Of Work Engagement Of Different Genementioning

confidence: 99%

The Relationship Between Work Engagement of Different Generations and Mobile Learning

Statnickė¹,

Savanevičienė²,

Šakys³

2019

Acta Univ. Agric. Silvic. Mendelianae Brun.

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“…Nevertheless, their propensity to gravitate towards roles lacking routine, characterized by low commitment and freelance arrangements, contributes to a frequent job-switching trend, often deviating from their inherent potential (Wheatley, A. C. et al, 2019). This predisposition engenders uncertainty in career selection, hindering the establishment of expertise in specific domains and impeding the development of a coherent career identity necessary for future success .…”

Section: Iiliteraturementioning

confidence: 99%

Influential Factors in the Career Decision-Making of Gen Z in Engineering Education

Binani,

Reddy,

Kandra

et al. 2024

Research in Engineering Education Symposium

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ContextGeneration Z individuals have a diverse and socially conscious cohort that values inclusivity, equality, ambition, and adaptability with a strong focus on career success. While numerous studies highlight the accomplishments of Gen Z across various domains such as technology, entrepreneurship, research and innovation. Very little research is done focusing on the career decision-making process of Gen Z. Purpose or GoalThe purpose of the study is to exclusively addresses the gap on how parameters like passion and personal interest, gender bias, family and friends influence, career growth opportunities, and role models/mentors influence the career decisions of GEN Z, aiming to offer valuable insights into the complex dynamics of career decisionmaking and empower individuals to make informed and fulfilling choices for their careers. MethodsBased on these five themes, a survey instrument was developed and administered to engineering students at an autonomous college in South India in the fall of 2023. A total of 260 responses were collected, and after data cleaning, 253 participants were included in the testing dataset. Exploratory factor analysis was performed to ascertain the survey instrument's factor structure, resulting in the confirmation of the hypothesized five factors. OutcomesThe analysis revealed five factors as hypothesized with a minimum and maximum loading of 0.35 and 0.61. The internal consistency reliability index Cronbach's α ranged from 0.67 to 0.92, representing a strong consistency. ConclusionThis survey instrument can be used in any education institutions to comprehensively capture the elements/factors that exert an influence on the career-decision making process of Generation Z. The insights gathered from this survey can serve as valuable input for shaping policies and interventions focused on mitigating gender biases and stereotypes, improving career guidance, and fostering environments that facilitate both personal and professional development.

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The Long Tail of Generation Z and the Future of a Freelance Economy

Cited by 2 publications

References 4 publications

The Relationship Between Work Engagement of Different Generations and Mobile Learning

The Relationship Between Work Engagement of Different Generations and Mobile Learning

Influential Factors in the Career Decision-Making of Gen Z in Engineering Education

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