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Lee, Lineker Hock Huat (2024) The future of work: work values of Generation Z. [Dissertation (University of Nottingham only)]

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Abstract

The concept of a diverse workforce is fascinating and challenging since this historical coexistence is unique in corporate culture, resulting in a melting pot of beliefs, cultures, and personal values. Generation Z (Gen Z) is entering the workforce during the ‘Great Resignation’ and has become increasingly accustomed to quitting jobs. This study examines the attitudes of Gen Z employees to work values that bring about organisational success in the context of generational differences among a Gen Z workforce. It also considers whether employee engagement moderates the relationship between Gen Z’s work values and organisational success. The Maslow’s hierarchy of needs and person-organisation fit theories were applied to explain employees' interactional relationships and the congruency between their work and company values. A mixed-methods approach comprised quantitative surveys with 221 respondents and semi-structured qualitative interviews with three human resource practitioners. It was found that understanding and responding to work values was critical to attracting, engaging, and retaining Gen Z employees. A shift in the evolving landscape towards making use of technology resonates with Gen Z’s values, and it is likely that the evolving environment was a significant macro factor in managing and engaging a Gen Z workforce. Furthermore, mental wellness impacted Gen Z causing it to disengage, and empirical evidence cited employee engagement as a mediator construct to reengage the disengaged Gen Z workforce.

Figure 1: Conceptual Gen Z Work Values Engagement Framework

The main contribution of this study is the development of empirical evidence regarding the impact of Gen Z’s work values on engagement and organisational success to advance the understanding of Gen Z’s work values. Considering the significant implications that were discovered in creating a positive work environment aligned with Gen Z’s values, a conceptual framework, the Gen Z work values engagement framework was developed (Figure 1). This framework provides insight into underlying mechanisms and opens avenues for further research towards integrating technology into traditional human resources management (HRM) and implementing electronic-HRM (e-HRM) to support generational diversity.

Item Type:	Dissertation (University of Nottingham only)
Keywords:	Gen Z, work values, organisational success, employee engagement
Depositing User:	Lee, Lineker
Date Deposited:	11 Mar 2024 08:25
Last Modified:	11 Mar 2024 08:25
URI:	https://eprints.nottingham.ac.uk/id/eprint/74127

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