A Person-Organization Fit Model of Generation Z: Preliminary Studies

• Autorzy: Magdalena Graczyk-Kucharska , G. Scott Erickson
• Języki publikacji: EN

Abstrakty

EN

The study looks at developing a person-organization fit model based on the unique characteristics of the new generational cohort, Generation Z, now entering the workforce. Theory suggests competitive advantage may come to a firm based on its unique human capital, the human resources it employs and develops. Further, organizations will be more successful in attracting the valuable employees they seek if they can provide a workplace appealing to them in terms of organizational values, culture, and other aspects that may also include more familiar enticements such as pay and benefits. To address the gap, this pioneering study investigates the context of person-organizational culture for the Z Generation entering the labor market. The key questions answered by the authors when describing the Person-Organization Fit Framework for Generation Z include the differences in how organizational culture appeals to Gen Z men and Gen Z women. The research results are presented in three steps: an analysis of workplace environment elements for Gen Z, correlation analysis between the workplace environment elements required by Gen Z, and presentation of a Person-Organization Fit Framework for Gen Z. From a sample of 3393 students at technological secondary schools in the Wielkopolska Region, the survey results provided evidence of the workplace preferences for this cohort. In addition, results were further analyzed for differences in gender and intended profession. For this region, Generation Z has variable individual needs and wants, some of which can be easily identified (gender, profession) but some of which may be less clear. These research results may be used for designing appealing workplaces taking into account person-organization needs for young people. Based on this novel research, organizations employing the resulting work framework for Gen Z will be better prepared to consider the nature and communication of what they have to offer as well as how they can be flexible in adapting these offerings to unique individuals. (original abstract)

Publikowane wyniki badań odnoszą się do modelu dopasowania osoby do organizacji opracowanego w oparciu o unikalne cechy nowej grupy pokoleniowej, Generacji Z, wchodzącej obecnie na rynek pracy. Źródła literaturowe wskazują, że przewaga konkurencyjna może być budowana w oparciu o unikalny w danej organizacji kapitał ludzki, który zatrudnia i rozwija. Wyniki pionierskich badań pozwalają na wypełnienie luki badawczej i wnioskowanie w kontekście kultury osobowo-organizacyjnej pokolenia Z wchodzącego na rynek pracy. Kluczowe pytania, na które autorzy artykułu odpowiadają, opisując model dopasowania osoby z pokolenia Z do organizacji, to między innymi atrakcyjność kultury organizacyjnej dla mężczyzn i kobiet z młodego pokolenia. Wyniki badań przeprowadzono w trzech etapach: analiza czynników środowiska pracy dla pokolenia Z wpływających na kulturę organizacyjną, analiza korelacji między czynnikami środowiska pracy wymaganymi przez przedstawicieli młodego pokolenia Z, prezentacja struktury dopasowania osoby reprezentującej pokolenie Z do organizacji. Na podstawie próby 3393 uczniów szkół średnich w Wielkopolsce i wyników zebranych z kwestionariusza ankiet dostarczono dowodów preferencji miejsca pracy dla tej grupy. W Wielkopolsce pokolenie Z ma różne indywidualne potrzeby, z których niektóre można łatwo zidentyfikować (płeć, zawód), ale niektóre mogą być mniej jasne. Wyniki badań mogą posłużyć w praktyce do projektowania atrakcyjnych miejsc pracy z uwzględnieniem potrzeb organizacyjnych młodych osób. W oparciu o te nowatorskie badania, organizacje zatrudniające osoby z pokolenia Z będą lepiej przygotowane do budowania długotrwałej relacji współpracy z młodymi osobami, prezentacji tego, co mają do zaoferowania oraz elastyczności dopasowywania warunków pracy do wyróżniających się osób z pokolenia Z. (abstrakt oryginalny)

Słowa kluczowe

EN

Corporate culture; Generation Z; Human resources

PL

Kultura organizacji; Pokolenie Z; Zasoby ludzkie

• Czasopismo: Journal of Entrepreneurship, Management and Innovation (JEMI)
• Rocznik: 2020
• Tom: 16
• Numer: nr 4 Company Culture Matters
• Strony: 149--176

Twórcy

autor

Magdalena Graczyk-Kucharska

• Poznań University of Technology, Poland

autor

G. Scott Erickson

• Ithaca College, USA

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Identyfikatory

DOI

https://doi.org/10.7341/20201645