About this Research Topic
Generation Z (Gen Z), which was born between 1995 and 2010, found themselves in many new technologies such as internet, social networks, and mobile technologies. They are beginning to enter the workforce and are expected to make up a significant portion of the global workforce in the coming years. In today's business world, the number of Gen Z employees is increasing. As asserted in McKinsey Global Survey, “understanding Generation Z can help retailers, marketers, and leaders seeking to build and maintain sustainable businesses that meet the needs of this young generation". As the first truly digital-native generation, Gen Z brings unique perspectives and skill sets to the workplace. They value diversity, social responsibility, and work-life balance, and are highly adaptable and tech-savvy. Employers who understand and leverage these traits are likely to attract and retain Gen Z employees, who are poised to play an important role in shaping the future of work.
With the rise of Generation Z, there has been an increasing number of studies conducted in recent years. According to a 2018 report by McKinsey & Company titled "True Gen: Generation Z and its implications for companies," 20% of the Brazilian population belongs to this generation, also known as the truth-seeking generation, which is characterized by four main traits. Firstly, they prioritize individual expression over labels. Secondly, they mobilize themselves for various causes. Thirdly, they believe in the power of dialogue to resolve conflicts and enhance the world. Finally, they make decisions and interact with institutions in an analytical and pragmatic manner. According to the Pew Research Center, Gen Z is projected to surpass Millennials as the largest generation in the workforce by 2026, with an estimated 61 million Gen Zers expected to be employed in the United States alone. This growing population of young workers is not limited to the United States. In the European Union, Gen Z already accounts for a quarter of the workforce, and this number is expected to increase significantly in the coming years. Similarly, in emerging markets such as China and India, the number of Gen Z workers is also on the rise.
Academic studies have emphasized multiple topics relating to Generation Z, such as human resources management, career development, communication, leadership, industrial development, and the impact of Covid-19. With global connectivity increasing, the world is turning into a multicultural village, and demographic differences are being replaced by shared characteristics, such as those of different generations. By understanding the values and expectations of this generation, employers and managers can better attract and retain Gen Z talent, create a positive work environment, and foster a productive and engaged workforce.
With the recent increase in studies on Generation Z, there is a growing need for academic research to understand and manage this generation, which has become increasingly prevalent in the business world. This collection aims to encourage research on questions such as:
- When and how are Gen Z employees most effective?
- What motivates them in their work?
- What career and leadership expectations do they hold?
- What values and beliefs do they prioritize?
- What is their tendency towards non-work-related technology usage in the workplace?
- What is their awareness and acceptance level towards new technologies they use?
- How do moral values and work ethics influence Gen Z's behaviors, perceptions, and attitudes?
While the above topics are of particular interest, we also welcome original research articles and systematic reviews on other aspects of Generation Z.
With the rise of Generation Z, there has been an increasing number of studies conducted in recent years. According to a 2018 report by McKinsey & Company titled "True Gen: Generation Z and its implications for companies," 20% of the Brazilian population belongs to this generation, also known as the truth-seeking generation, which is characterized by four main traits. Firstly, they prioritize individual expression over labels. Secondly, they mobilize themselves for various causes. Thirdly, they believe in the power of dialogue to resolve conflicts and enhance the world. Finally, they make decisions and interact with institutions in an analytical and pragmatic manner. According to the Pew Research Center, Gen Z is projected to surpass Millennials as the largest generation in the workforce by 2026, with an estimated 61 million Gen Zers expected to be employed in the United States alone. This growing population of young workers is not limited to the United States. In the European Union, Gen Z already accounts for a quarter of the workforce, and this number is expected to increase significantly in the coming years. Similarly, in emerging markets such as China and India, the number of Gen Z workers is also on the rise.
Academic studies have emphasized multiple topics relating to Generation Z, such as human resources management, career development, communication, leadership, industrial development, and the impact of Covid-19. With global connectivity increasing, the world is turning into a multicultural village, and demographic differences are being replaced by shared characteristics, such as those of different generations. By understanding the values and expectations of this generation, employers and managers can better attract and retain Gen Z talent, create a positive work environment, and foster a productive and engaged workforce.
With the recent increase in studies on Generation Z, there is a growing need for academic research to understand and manage this generation, which has become increasingly prevalent in the business world. This collection aims to encourage research on questions such as:
- When and how are Gen Z employees most effective?
- What motivates them in their work?
- What career and leadership expectations do they hold?
- What values and beliefs do they prioritize?
- What is their tendency towards non-work-related technology usage in the workplace?
- What is their awareness and acceptance level towards new technologies they use?
- How do moral values and work ethics influence Gen Z's behaviors, perceptions, and attitudes?
While the above topics are of particular interest, we also welcome original research articles and systematic reviews on other aspects of Generation Z.
Keywords: Commitment, Professional values, Work ethics, Comparison of generations, Career expectations, Leader Expectations, Cyberloafing, Careerism, Non-work related technology usage in work setting, Awareness and acceptance of new technologies
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