Document Type
Thesis
First Faculty Advisor
Zahra Heydarifard
Second Faculty Advisor
Laura Kohl
Keywords
gen Z; flexibility; benefits; recruitment; generation Z
Publisher
Bryant University
Rights Management
CC-BY
Abstract
To stay competitive, corporations need to find ways to attract and retain employees, especially the youngest generation entering the workforce, known as Generation Z or Gen Z. Born between 1995 and 2012, Gen Z differs from previous generations. This generation puts a stronger emphasis on flexibility in the workplace and the perks of being able to do work remotely; however, remote work is not perfect. It can lead to counterproductive work behavior and a lack of needed personal interaction with colleagues. Other expectations Gen Z has for the workplace are sustainable business practices, mental health benefits, and support from their supervisors. To contribute to the development of knowledge in the management field a survey of Gen Z employment eligible individuals was conducted. The survey addresses how flexibility and benefits provided by companies can impact different psychological and behavioral outcomes of Gen Z employees. The results indicate that flexibility plays a significant role in influencing the sense of relatedness and affective commitment. Relatedness and affective commitment tend to be slightly higher in jobs with low flexibility than jobs with high flexibility.
Comments
The outcomes of this study are expected to guide companies in making informed choices regarding the benefits and flexibility they opt to provide for Gen Z employees.