Generation Z in uncertain time of Sars-Cov-2 – how do they feel far away from office?

• Autorzy: Żarczyńska-Dobiesz Agnieszka , Chomątowska Barbara , Janiak-Rejno Iwona , Strugała Andrzej

Identyfikatory

DOI

10.29119/1641-3466.2022.159.41

• Języki publikacji: EN

Abstrakty

EN

Purpose: In response to the outbreak of the Covid-19 pandemic, many employers have decided to switch to remote work. This form of work has become a new professional reality for employees representing all generations. Each of them in their own way found themselves in these new working conditions. The article focuses on the experience of the youngest cohort of workers in this regard. The main goal of the paper is to recognize the experience of Generation Z employees in the area of remote work and to identify key factors that, in the opinion of representatives of Generation Z, favor or limit remote work in an uncertain time of Covid-19. Design/methodology/approach: The authors conducted a diagnostic survey with a survey questionnaire. The questionnaire was carried out using the CAWI method. It was filled in by 334 respondents who represent Generation Z, professionally active, who worked remotely during the pandemic. As many as 310 questionnaires were selected for the final analysis. Findings: Young people like the model of remote work because they can derive many benefits from it. Representatives of Generation Z wonder whether the return to office work will deprive them of their privileges and make them submit to a certain discipline and rules applicable there. Research limitations/implications: Due to the limitations of the research sample it is important to underline that generalizing the research results must be done with caution. The authors of the article intend to continue the research carried out on the discussed topic, as well as in the field of adaptability to remote work of other three generations: Y, X, and BB. Practical implications: Recognition of experience of both employers and young employees in the field of remote work, there is a great opportunity for new solutions in HRM and work management, more relevant to the challenges of the pandemic and post-pandemic world of work. Originality/value: The paper analyzes the remote work experience of employees in pandemic reality. Its value is to look at the issue from the perspective of the experience of the youngest employees representing Generation Z. The article is addressed to human resources managers.

Słowa kluczowe

EN

Generation Z; remote work; advantages; disadvantages

PL

Pokolenie Z; praca zdalna; zalety; wady

• Wydawca: Wydawnictwo Politechniki Śląskiej
• Czasopismo: Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska
• Rocznik: 2022
• Tom: z. 159
• Strony: 513--524
• Opis fizyczny: Bibliogr. 17 poz.

Twórcy

autor

Żarczyńska-Dobiesz Agnieszka

• Wroclaw University of Economics and Business, Wroclaw

• https://orcid.org/0000-0003-0437-9428

autor

Chomątowska Barbara

• Wroclaw University of Economics and Business, Wroclaw

• https://orcid.org/0000-0002-6506-792

autor

Janiak-Rejno Iwona

• Wroclaw University of Economics and Business, Wroclaw

• https://orcid.org/0000-0001-8064-8170

autor

Strugała Andrzej

• Wroclaw University of Economics and Business, Wroclaw

• https://orcid.org/0000-0003-4496-7056

Bibliografia

• 1. Birimoglu, O.C., Begen, M.A. (2022). Working from home during the COVID-19 pandemic, its effects on health, and recommendations: The pandemic and beyond. Perspectives in Psychiatric Care, Vol. 58, Iss. 1, pp. 173-179, doi: 10.1111/ppc.12847.
• 2. Bruner, R. (2021). Remote Work Is All Gen Z Knows. But Are They Satisfied? Time. Retrieved from https://time.com/6090355/gen-z-remote-work/, 25.04.2022.
• 3. Chillakuri, B., Mahanandia, R. (2018). Generation Z entering the workforce: the need for sustainable strategies in maximizing their talent. Human Resource Management International Digest, Vol. 26, Iss. 4, pp. 34-38, doi: https://doi.org/10.1108/HRMID-01-2018-0006.
• 4. Chillakuri, B. (2020). Understanding Generation Z expectations for effective onboarding. Journal of Organizational Change Management, Vol. 33, Iss. 7, pp. 1277-1296, doi: https://doi.org/10.1108/JOCM-02-2020-0058.
• 5. Eurostat. (2018). Employed persons working from home as a percentage of the total employment, by sex, age and professional status (%). Retrieved from https://appsso.eurostat.ec.europa.eu/nui/submitViewTableAction.do, 27.04.2022.
• 6. Grow, J.M., Yang, S. (2018). Generation-Z Enters the Advertising Workplace: Expectations Through a Gendered Lens. Journal of Advertising Education, Vol. 22, Iss. 1, pp. 7-22, doi: https://doi.org/10.1177/1098048218768595.
• 7. Hadidi, R., Power, D.J. (2020). Technology Adoption and Disruption-Organizational Implications for the Future of Work. Journal of the Midwest Association for Information Systems, Vol. 2020, Iss. 1, pp. 1-8, doi:1017705/3jmwa.000053.
• 8. Instytut Badawczy IPC. (2020). Raport z badania. Możliwości zastosowania pracy zdalnej w przedsiębiorstwach i instytucjach publicznych. Retrieved from www.dwup.pl/asset/images/files/Raport_20201016.pdf, 27.04.2022.
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• 10. Kopertyńska, M.W. (2020). Zarządzanie pracą w zmieniających się uwarunkowaniach funkcjonowania organizacji. Wrocław: Wydawnictwo Uniwersytetu Ekonomicznego we Wrocławiu.
• 11. Lanier, K. (2017). 5 things HR professionals need to know about Generation Z. Strategic HR Review, Vol. 16, Iss. 6, pp. 288-290, doi: 10.1108/SHR-08-2017-0051.
• 12. Lazányi, K., Bilan, Y. (2017). Pokolenie z na rynku pracy – Czy w swoim miejscu pracy ufają innym? Polish Journal of Management Studies, Vol. 16, Iss. 1, pp. 78-93, doi: 10.17512/PJMS.2017.16.1.07.
• 13. Microsoft (2021). 2021 Work Trend Index: Annual Report. The Next Great Disruption Is Hybrid Work - Are We Ready? Retrieved from https://www.microsoft.com/en 23 us/worklab/work-trend-index/hybrid-work, 27.04.2022.
• 14. Nieżurawska-Zając, J. (2020). Motywowanie pracowników zróżnicowanych pokoleniowo. Warszawa: CeDeWu.
• 15. Rai, A. (2020). Editor’s Comments: The COVID-19 Pandemic: Building Resilience with IS Research. MIS Quarterly, Vol. 44, Iss. 2, pp. iii-vii.
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Uwagi

PL

Opracowanie rekordu ze środków MEiN, umowa nr SONP/SP/546092/2022 w ramach programu "Społeczna odpowiedzialność nauki" - moduł: Popularyzacja nauki i promocja sportu (2022-2023).