Can Business Leaders Project a Workplace which Influences Generation Z Members to Stay in Rather than Go Out?
As business leaders are having trouble managing young people, exploring how Generation Z, who is about to enter the workplace, can be influenced rather to stay in than go out becoming an important issue. To understand this, we investigated conceptually and empirically what are the workplace expectations of Generation Z and the influenceof those expectations on the intention to leave. Our research objective was to identify what mechanism works for them by focusing on their unique features and needs. Based on a questionnaire survey of 422 undergraduate and master students in economics, we found that when they consider a job to emphasize three aspects. These aspects are to receive support and guidance in work, to make sufficient use of their skills and abilities, and to personally consider that what they do is important and to have enough time for family/social life.Our findings show that our respondents have, on the one hand, some crystallized workplace expectation sets, and on the other hand, somewhat contradictory workplace expectation sets, too. Thus, this research can be considered a starting point in developing a model for projecting a workplace which influences Generation Z’ members to stay in rather than go out. In order to touch this objective, the analyses must be extended with a research design agenda focused on the assessment of these seven workplace expectation sets and their impact on Turnover Intention Mindset on more respondents.
Keywords - Generation Z, workplace expectations, Turnover Intention Mindset, Romania