Wyniki wyszukiwania - BazTech

1

Pokolenie Z nie jest gotowe na pracę w turkusie

Ragin-Skorecka Katarzyna, Motała Daria, Boguszewska Klaudia

Zeszyty Naukowe Politechniki Poznańskiej. Organizacja i Zarządzanie

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2023

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Nr 87

161--183

PL

Celem artykułu jest przedstawienie wyników badań opinii osób pracujących w różnych przedsiębiorstwach na temat podejścia do zarządzania i jego funkcji, roli managerów oraz motywacji w pracy oraz zestawienie ich z badaniami innych autorów (Jelonek et al., 2022; (Żarczyńska-Dobiesz, Chomątowska, 2014; Ozkan, Solmaz, 2015; Muster, 2020). Dobrana grupa respondentów – przedstawiciele pokolenia Z oraz sformułowany cel badawczy miały pozwolić na znalezienie odpowiedzi na pytanie badawcze: „Czy pokolenie Z jest gotowe do pracy w organizacji turkusowej”?. Zestawienie takich wyników ma dać wskazówki dla zarządzających organizacjami, w jakim kierunku powinni podejmować swoje działania (np. wprowadzać turkus), aby organizacje mogły się rozwijać dbając przy tym o pracowników mających określone oczekiwania względem pracy. Do zebrania danych wykorzystano metodę ankietową. Głównym wnioskiem, który można sformułować jest konstatacja, że choć pokolenie Z rozwija się w nowoczesnym technologicznie środowisku, z łatwym i szerokim dostępem do wiedzy, to jednak brakuje mu samodzielności i kreatywności, by faktycznie spełnić w pełni warunki funkcjonowania organizacji turkusowej.

EN

The aim of the article is to present the results of surveys of opinions of people working in various enterprises on the approach to management and its functions, the role of managers and motivation at work, and to compare them with studies by other authors (Jelonek et al., 2022), (Żarczyńska-Dobiesz, Chomątowska, 2014), (Ozkan, Solmaz, 2015), (Muster, 2020). A selected group of respondents – representatives of generation Z and the formulated research goal were supposed to answer the research question: Is generation Z ready to work in a teal organization. The compilation of these results is intended to provide guidance to managers of organizations in which direction they should take their actions (e.g. introduce teal) so that organizations can develop while taking care of employees who have specific expectations regarding work. The survey method was used to collect the data. The main conclusion that can be formulated is that generation Z develops in a technologically modern environment, with easy and wide access to knowledge, but lacks the independence and creativity to actually fully meet the conditions for the functioning of a teal organization.

2

Shaping sustainable development competencies through student internships

Wawer Monika

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2023

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z. 170

595--628

EN

Purpose: One of the most important challenges of civilization in the contemporary world is obtaining the goals of sustainable development. This challenge is addressed to present and future generations who have to possess or acquire various sustainable development competencies. Shaping them is particularly essential in the case of generation Z, thus it should take place both in the process of academic education, as well as in cooperation with university stakeholders. The aim of the paper is to answer the question of whether the implementation of students’ internships enables shaping sustainable development competencies. Design/methodology/approach: The survey was conducted in Poland in 2022 among 367 full-time students in the management field of study. The CAWI method was used. The paper presents a quantitative analysis of the obtained data. In the theoretical part of the article, the author explained the essence and goals of sustainable development, described sustainable development competencies, and the role of higher education and stakeholders in shaping the SD competencies of Generation Z. Findings: Generation Z has a positive attitude towards the implementation of the concept of sustainable development and almost all of the studied sustainable development goals are of great importance to the respondents. The obtained results confirmed that the implementation of internships in a real work environment affects the shape of many SD competencies of students. The greatest opportunities for the development of SD competencies were provided to interns by business organisations and administration, while less importance was assigned to such stakeholders as NGOs. Students expect the cooperation of the university and its stakeholders in shaping their SD competencies. Research limitations/implications: The size of the surveyed group does not allow for the formulation of general conclusions. However, the obtained results may be the basis for further in-depth studies on the problem. Similar research could be conducted to establish the opinion of employers and university representatives with a broader consideration of other variables. Practical implications: The conclusions of the study will provide universities and various stakeholders with valuable information on the possibility of using student internships to develop SD competencies of representatives of Generation Z. Originality/value: The obtained results allow one to fill the research gap concerning the assessment of whether the realization of student internships in a real work environment enables shaping students' competencies in the field of sustainable development.

3

Generation Y & Z towards wellbeing tourism – challenge or necessity for the tourism industry?

Dziadkiewicz Anna, Lindell Lali, Minga Zuzanna

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2023

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z. 173

113--130

EN

Purpose: The purpose of this article is to present the consumer behavior of two generations -Y and Z - in the tourism market and to show how the concept of wellbeing tourism fits the needs and expectations of the two analyzed groups. Design/Methods/Approach: The article used a systematic literature review based on the SCOPUS database. A search for the term "wellbeing" in abstracts, titles and as keywords identified 107 571 articles. After applying search restrictions to the term "wellbeing tourism" and "social sciences," 12 articles were identified. After reviewing the content, only 9 articles referred to the concept under discussion, indicating a significant unstructured research gap in this area. The article further includes excerpts from reports and analyses, conducted as part of projects, on the implementation of wellbeing tourism in the South Baltic region. Findings: Critical analysis of the literature and experience gained from wellbeing tourism projects revealed challenges of a socio-demographic and technological nature. These challenges result from changes in the macro-environment and are closely interrelated. For example, the changing attitudes of representatives of generations Y and Z toward tourism are closely related to their increased awareness of the importance of wellbeing in their lives. In addition, the development of digital marketing is closely related to the growing popularity of these services among young buyers. Research limitations: The authors described tourists from generations Y and Z, in terms of their approach to wellbeing tourism. It should be noted that dynamic changes in the environment may affect the emergence of new behaviors that are not presented in the article. Therefore, there is a need to develop future research using qualitative and quantitative methods to develop a more accurate picture of the groups studied in terms of their evaluation of wellbeing offerings. Practical/social implications: The article can help tourism companies understand the behavior of Generation Y and Z tourists and identify solutions that can contribute to the preparation of wellbeing offers that meet their expectations. Originality/Value: A systematic review of the literature and an analysis of its content allowed the creation of a compendium of knowledge on wellbeing tourism aimed at generations Y and Z. In addition, steps have been taken to consolidate this approach within management science. These activities will likely make it possible to direct perspectives on the perception of this phenomenon, and also to sort out the conceptual chaos in this area. The review of the issues and the general and synthetic considerations carried out are part of the stream of studies on consumer behaviour.

4

The impact of the Covid-19 pandemic on the expectations of employees belonging to generation Z towards the incentive system

Majewska Maria, Nieżurawska-Zając Joanna

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2022

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z. 159

229--241

EN

Purpose: The aim of the research was to assess the impact of the COVID-19 pandemic on the preferences of employees belonging to generation Z regarding the selected elements of the incentive system. Design/methodology/approach: The research was conducted in 2018, in Poland before the outbreak of the Covid-19 pandemic and repeated during its duration in June 2021. Each time the research group consisted of 200 respondents belonging to generation Z working in Polish enterprises. In the standardized questionnaire used in our study, the representatives of the generation Z were asked to assign importance to 22 elements of the incentive system broken down into financial, non-financial and non-material incentives. The degree of importance of a given motivator was assumed as a measure of employees' preferences. Findings: The research results indicate that the duration of the pandemic caused a change in the preferences of young workers in terms of the ways of motivating them by employers. This applied to a greater extent to men rather than to women. The greatest increase in the value of the importance rank took place in the case of remote work, work in a state-owned enterprise and the health benefits system offered by the employer. The period of the pandemic increased the sense that young Poles were in danger of losing their jobs and having their salaries reduced. This is evidenced in particular by the increased importance of job opportunities in a state-owned enterprise and the amount of remuneration. Originality/value: The paper is mainly addressed to people responsible for shaping the incentive system. All the main motivators were included in the study, which provided a holistic view of how the preferences of young Poles belonging to generation Z changed under the influence of the COVID-19 pandemic. In the context of the pandemic, usually selected motivators are examined, especially the hybrid work model.

5

The concept of lifelong learning – managers’ expectations and youth attitudes

Olejnik Iwona

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2022

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z. 159

337--349

EN

Purpose: The purpose of the paper is to identify the attitudes of young people representing the so-called generation Z, towards the concept of lifelong learning in the context of managers' expectations. Design/methodology/approach: The article includes both a literature review and the authors’ own primary research. The study applies the results of qualitative (an individual in-depth interview) and quantitative (CAWI) research conducted in 2021 in Wielkopolska [Greater Poland]. Findings: The research shows that there is a large discrepancy between the managers’ expectations and the attitudes of young people towards the necessity to participate in lifelong learning. Managers pay attention to the extreme importance of the necessity to constantly learn new things not only in contemporary, but especially in the future, labor market. At the same time there is a relatively low level of acceptance of this necessity among people representing the generation Z. Research limitations/implications: In the future it is worth repeating the research among the representatives of generation Z living in other provinces and even other countries. Social implications: The article indicates that the development of lifelong learning skills requires, among others, developing a comprehensive education policy and cooperation between the public, private and civic sectors. It is also connected with the necessity to promote this concept in various environments – among different generations of employees, as well as young people soon entering the labor market. Originality/value: The obtained results confirm a large discrepancy between the managers’ expectations and the attitudes of young people towards the necessity to participate in lifelong learning. The article provides recommendations for paying attention to the need to teach young people the methods of effective self-learning and promote this concept in various environments.

6

Student internships as a tool for assessment of the employer brand

Wawer Monika

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2022

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z. 158

663--677

EN

Purpose: At present, one of the most important challenges faced by employers is to find, employ and retain talents. Attracting the best interns can be the way of creating the company’s brand as an attractive employer for Generation Z. The management of an internship programme with good preparation can strengthen the employer’s brand from the close supervision of engaged mentors and managers. The aim of the research is to identify the impact of the assessment of the internships carried out by students on their perception of the employer brand. Design/methodology/approach: The survey has been conducted in Poland in the period 2019-2021 among 789 full-time students in different fields of study. The paper presents a quantitative analysis of the obtained data in the cross-section of the respondent's study level (bachelor’s and master’s). The theoretical part of the article explained the essence of employer branding in a contemporary organisation and the meaning of internships as an employer branding tool for Generation Z. Findings: The answers of respondents reveal that the overall assessment of the internship affects their willingness to work at the given company and to recommend the company to others. The experiences gained during the internship, mentors involvement, and the way the internships are prepared and carried out by the company, have an impact on the assessment of the employer brand and influence the decision of Generation Z to participate in recruitment processes in this company as well as the selection of this employer as the future workplace. Research limitations/implications: The size of the surveyed group does not allow for the formulation of general conclusions. However, the obtained results may be the basis for further in-depth studies on the problem. Similar research could be conducted to establish the opinion of employers and university representatives with a broader consideration of other variables. Practical implications: The conclusions of the study will deliver the enterprises valuable information about the importance of internships for the acquisition and retention of future employees from Generation Z, and building the employer brand in the labour market. Originality/value: The obtained results allowed to fill the research gap concerning the perception of the representatives of Generation Z regarding the student internships in the context of the assessment of employer brand.

7

Satisfaction and performance of Generation Z in virtual and face-to-face teams

Maj Jolanta

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2022

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z. 160

363--382

EN

Purpose: There are several factors that affect the satisfaction and performance of virtual and face-to-face teams. Literature shows however, that there is a research gap as to the influence regarding the analysis of those factors in regards to different generations. The purpose of the paper is the youngest generation – Gen Z functions in virtual and face-to-face teams and how the type of team influences the performance and satisfaction of team members. Design/methodology/approach: Adopting a generational approach, a research design, including an experiment and a survey, was developed in order to analyze if the type of teamwork affects performance and satisfaction of Generation Z representatives. Findings: Findings suggest that the youngest, tech-savvy generation functions easier and more naturally in virtual teams, showing no significant differences in performance in virtual and face 16 to-face teams, and even indicate that working in virtual teams is more satisfying than working in traditional teams. Practical implications: The results of the research can provide a basis for managerial decisions when selecting members of real and virtual teams. Originality/value: The paper contributes to the ongoing scientific debate by presenting the perspective of Generation Z on virtual work, which, to a certain extent, contradicts current beliefs about performance and satisfaction in traditional and virtual teams. It shows that the generational approach should be included in team design in order improve team and organizational competitiveness.

8

Essential competencies for Gen Z remote workers - research results

Chomątowska Barbara, Janiak-Rejno Iwona, Żarczyńska-Dobiesz Agnieszka

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2022

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z. 162

87--100

EN

Purpose: The article's primary goal is to identify the most important values in the life of representatives of Generation Z after their experience of remote work in an uncertain time of COVID-19 pandemic and critical competencies essentials at home-office. 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 310 respondents who represent Generation Z, are professionally active and worked remotely during the pandemic. Frequency and percentage statistics and descriptive parametric were applied in the statistical evaluation. Findings: The research results showed that, in Gen Z-ers' opinion, they need specific competencies to be effective in remote work. They indicated the most important ones: the ability to use remote technologies and manage their own time, independent problem solving, self-motivation and commitment. Research limitations/implications: The authors intend to continue the research carried out in the discussed topic, as well as in the field of adaptability to remote work of other three generations, i.e., Y, X and BB. Due to the limitations of the research sample, it is important to underline that generalizing the research results must be done with caution. Practical implications: Human resource managers are challenged to develop the competencies necessary for effective work in a virtual environment. It is also a guideline for which areas employees need support and appropriate training policy. Originality/value: Our paper contributes to the latest insight into essential competencies for Gen Z in remote work. Managers need this knowledge to manage young employees from the Z generation best and ensure their effectiveness while working remotely.

9

Digital competences of generation Z in the area of work and professional development

Kowalczyk Elżbieta

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2022

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z. 159

169--182

EN

Purpose: The aim of the paper is to elaborate the structure of the concept of functional digital competences for young adults in the area of work and professional development, and to develop a tool for measuring it. Design/methodology/approach: Based on theoretical assumptions (Klimczuk et al., 2015; Nikodemska, 2016; Tarkowski et al., 2015) as well as empirical verification, the author elaborated a five-factor model of digital competences and a special questionnaire for measuring this concept was prepared. Author used such statistic methods as the EFA, the CFA, the Mann 12 Whitney U test, the Student’s t-test for independent samples, the Spearman’s rho correlation. Findings: The elaborated tool and model was validated and, in the majority, the socio 14 demographic factors (such: age, gender, education level, employability) affecting functional digital competencies were also statistically significant. Research limitations: the study include a relatively small research sample as well as its geographic scope was narrow – the research was conducted at a university of economics in Poland among a group where the school-to-work transition occurs smoothly, and the periods of education and work often overlap. The findings could also be affected by the situation related to the Covid-19 pandemic and the resulting major shift of the entire society to online activity. Practical implication: The results show the areas of competency deficiencies in Polish Z generation and could help, by special developing programmes, make them more competitive on the European young people's labour market. Social implication: The development of a society’s digital competences is crucial because in an information society they are the ticket to a successful career and a comfortable, high-quality life. Originality/value: The paper presents the new model and a dedicated measuring tool to assess digital competences of generation Z in the area of work and professional development. It’s addressed to educators, employers, and specialists elaborating programme of society’s digitalization.

10

Challenges determining the implementation of remote work in the opinion of the representatives of Generation Z in Poland

Wójcik Marzena, Łukasiński Wiesław

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2022

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z. 160

669--683

EN

Purpose: The aim of the article is to identify the challenges that are significant for the implementation of remote work in the opinion of the representatives of Generation Z in Poland. Design/methodology/approach: The implementation of the chosen goal was possible thanks to the literature review and the survey carried out among the representatives of Generation Z in Poland. The empirical part of the article presents the results of the authors' own research. The survey was conducted among representatives of the Z generation and concerned the perception of challenges related to remote work and the assessment of their impact on its implementation. Findings: Working time flexibility and remote work outside the office are becoming the norm. The conducted research allowed to identify the perception of challenges for the implementation of remote work by representatives of Generation Z in Poland. According to the respondents, the most important of them are: the necessity of technical and IT development of the organization and its resources. It is important to develop the competences of employees, both those necessary to manage remote work (virtual teams) and its implementation in accordance with the expectations of the employer. Great importance is also attached to the need to monitor remote work by the employer (implementation of the control function in management) and the development of self-control skills and self-discipline of employees. Research limitations/implications: The conducted research is one of the first in Poland and may be an inspiration for the next ones. Their limitation is the number of respondents who took part in the survey. Nevertheless, conducting them allowed to identify the perception of the challenges of implementing remote work by representatives of Generation Z in Poland. Practical implications: The awareness of the challenges related to remote work among the representatives of Generation Z allows for better preparation of the organization, both employees and managers, for the implementation of remote work. Originality/value: The value of the article is the identification of the perception of challenges for the implementation of remote work by employees of Generation Z. Research was carried out on representatives of a generation that, due to the knowledge of new technologies, seems to be prepared for remote work, and in the coming years will constitute an increasing percentage of people on the labor market (both as specialists and managers). The research shows that in order to achieve the benefits of remote work for both the employee and the employer, it is necessary to meet the challenges of working in a virtual environment. The results and conclusions of the conducted research may be useful for managers, employees and job applicants who should develop the required competences.

11

Klasyfikacja barier komunikacyjnych z pokoleniem Z w miejscu pracy

Sulyma Alla

Nowoczesne Systemy Zarządzania

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2022

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T. 17, nr 2

13--27

PL

Przedstawiciele pokolenia Z wchodzą obecnie do organizacji z określonymi oczekiwaniami, umiejętnościami oraz kompetencjami. Warunkują one sposób zachowania i budowania relacji między nimi a innymi pracownikami, a także przełożonymi w każdej organizacji. Stąd celem rozważań jest analiza i klasyfikacja barier komunikacyjnych z pokoleniem Z. Na początku w wyniku krytycznej analizy literatury przedstawiono kontekst różnic pokoleniowych oraz opisano bariery komunikacyjne. Następnie ukazano autorski podział barier komunikacyjnych z pokoleniem Z oraz opisano jego najważniejsze elementy. Na koniec przedstawiono rekomendacje dotyczące komunikacji z pokoleniem Z w organizacjach dla menedżerów różnego szczebla oraz firm szkoleniowych w zakresie szkolenia kadry menedżerskiej. Posiadanie wiedzy z zakresu barier w komunikacji z pokoleniem Z pozwala na podejmowanie strategicznych i naprawczych działań w celu usprawnienia procesów komunikacyjnych na wszystkich poziomach funkcjonowania organizacji.

EN

The representatives of Generation Z are entering the organization now with the specific expectations, skills and competences. They determine the manner of behavior and building relationships between them and other employees, as well as superiors in each organization. Hence, the aim of the considerations is to analyze and classify communication barriers with the Generation Z. At the beginning, as a result of a critical analysis of the literature, the context of generation differences was presented and communication barriers were described. Then, the author presents the division of communication barriers with the Generation Z and describes its most important elements. Finally, there were presented the recommendations for managers of different levels and training companies in the field of management training regarding communication with Generation Z in organizations. The knowing of communication barriers with Generation Z allows to take strategic and corrective actions in order to improve communication processes at all levels of the organization’s functioning.

12

Perceptions and attitudes of generation z consumers towards sustainable clothing: managerial implications based on a summative content analysis

Kovacs Ildiko

Polish Journal of Management Studies

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2021

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Vol. 23, No. 1

257--276

EN

Sustainability in the fashion industry has an importance in the global context; societies and fashion brands are taking measures to shift from non-renewable resource consumption and non-sustainable business models to a more circular economy that leads to sustainable consumption patterns. The younger members of Generation Z constitute an active and relevant fashion consumer segment with significant contributions; therefore, marketers must gain insight into the perceptions and attitudes of these young customers. The purpose of this paper is to explore the perceptions and attitudes of the younger members of Generation Z towards sustainable clothing in order to identify managerial implications and further academic research. The research was qualitative in nature, utilising semi-structured interviews and was accompanied by individual interviews with 120 active fashion shoppers aged between 18-25 years. The study examined the perceptions and sustainable fashion aspects with a positive attitude profile and the results indicate that health and environment-related values should be in focus to be more attractive for young customers. The decision-making barriers and positive keywords should be a base for effective communication strategies and marketing messages. The findings of the research show that, during their customer journey, young customers gather information mostly from the e-commerce retailer’s product descriptions, product labels, filter systems, peer-reviews, and point of sales communication assets found at the point of sale. This exploratory study acts as the first stage of further quantitative academic research.

PL

Zrównoważony rozwój w branży modowej ma znaczenie w kontekście globalnym; Społeczeństwa i marki modowe podejmują działania mające na celu przejście od konsumpcji zasobów nieodnawialnych i niezrównoważonych modeli biznesowych do gospodarki o bardziej zamkniętym obiegu, która prowadzi do zrównoważonych wzorców konsumpcji. Młodsi członkowie pokolenia Z stanowią aktywny i istotny segment konsumentów modowych o znaczącym udziale; Dlatego marketerzy muszą uzyskać wgląd w postrzeganie i postawy tych młodych klientów. Celem tego artykułu jest zbadanie postrzegania i nastawienia młodszych członków pokolenia Z do zrównoważonej odzieży w celu zidentyfikowania implikacji menedżerskich i dalszych badań naukowych. Badanie miało charakter jakościowy, wykorzystując wywiady częściowo ustrukturyzowane i towarzyszyły mu wywiady indywidualne ze 120 aktywnymi kupującymi modę w wieku 18-25 lat. W badaniu przeanalizowano postrzeganie i aspekty zrównoważonej mody z pozytywnym nastawieniem, a wyniki wskazują, że wartości związane ze zdrowiem i środowiskiem powinny być w centrum uwagi, aby były bardziej atrakcyjne dla młodych klientów. Bariery decyzyjne i pozytywne słowa kluczowe powinny być podstawą skutecznych strategii komunikacyjnych i przekazów marketingowych. Wyniki badania pokazują, że podczas podróży klienta młodzi klienci zbierają informacje głównie z opisów produktów sprzedawców e-commerce, etykiet produktów, systemów filtrów, recenzji partnerskich i zasobów komunikacyjnych w punkcie sprzedaży, które można znaleźć w punkcie sprzedaży. To badanie eksploracyjne stanowi pierwszy etap dalszych ilościowych badań naukowych.

13

Oczekiwania reprezentantów pokolenia Z wobec branży TSL na przykładzie elektronicznej giełdy transportowej

Kamola Dominika, Marcinkowski Jakub

Gospodarka Materiałowa i Logistyka

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2021

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nr 7

13--22

PL

W związku z różnymi wartościami wyznawanymi przez poszczególne pokolenia oraz odmiennymi etosami pracy rynek pracy staje przed ogromnym wyzwaniem związanym z dopasowaniem się do oczekiwań zgłaszanych przez cztery pokolenia: BB, X, Y i Z. Najbardziej zdigitalizowanym i usieciowionym pokoleniem jest to ostatnie. Współcześnie coraz częściej mówi się o wirtualizacji sieci logistycznych w ramach tzw. III platformy informatycznej SMAC (social, mobile, analytics, cloud). Przełożenie platformy SMAC na branżę TSL dokonuje się w ramach aktywnego stosowania elektronicznych giełd transportowych (EGT). Zmieniająca się sytuacja na rynku pracy, w tym w branży TSL, wywołana pandemią COVID-19, determinuje upowszechnienie pracy zdalnej, która wpisuje się w tzw. wirtualizację pracy. Jest to istotne z perspektywy kompetencji posiadanych przez pracowników reprezentujących poszczególne pokolenia z ukierunkowaniem na pokolenie Z, które pracę wirtualną i życie wirtualne traktuje jak zwykłą codzienność. Zasadniczym celem artykułu jest ocena zdolności do pracy pokolenia Z z wykorzystaniem EGT jako atrakcyjnego narzędzia teleinformatycznego branży TSL. W artykule postawiono tezę mówiącą, że EGT stanowi innowacyjne narzędzie pracy w branży TSL dla reprezentantów pokolenia Z, które może służyć minimalizacji i/lub eliminacji konfliktów międzypokoleniowych. W opracowaniu dokonano przeglądu literatury fachowej oraz zastosowano metodę uproszczonej wersji panelu ekspertów (sondaż ekspercki) z wykorzystaniem wywiadu standaryzowanego.

EN

Due to the different values shared by individual generations and different work ethos, the labor market faces a huge challenge in adapting to the expectations of four generations: BB, X, Y and Z. The most digitized generation is Generation Z. Nowadays, there is more and more talk about the virtualization of logistics networks as part of the so-called 3rd IT platform SMAC (Social, Mobile, Analytics, Cloud). The SMAC platform is adopted in the TSL industry in the form of electronic freight exchange (EFE). The dynamic change on the labor market, including TSL industry, caused by the COVID-19 pandemics, determines the spread of remote work, which is part of the so-called virtualization of work. It is important from the perspective of the competences held by employees representing particular generations with a focus on Generation Z, who treat virtual work and virtual life as a natural daily existence. The main aim of the article is to assess the Generation Z's ability to work with the use of EFE as an attractive ICT tool in the TSL industry. The article presents the thesis that EFE is an innovative work tool in the TSL industry for the Generation Z representatives, which can be used to minimize and/or eliminate intergenerational conflicts. The article reviews the professional literature and uses the method of a simplified version of the expert panel (expert survey) in the form of a standardized interview.

14

Green sustainability: factors fostering and behavioural difference between Millennial and Gen Z: mediating role of green purchase intention

Lavuri Rambabu, Jusuf Eddy, Gunardi Ardi

Ekonomia i Środowisko

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2021

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nr 1

8--38

EN

This exploratory study examines the factors that promote green purchasing intentions and understand the differences between the two generations, such as millennial and Generations Z, on green purchasing behaviour. Data collected from 372 respondents from two generations from three southern Indian states. Purposive and snowball samplings were adopted in the selection of respond-ents. The data was analyzed using the IBM SPSS 23.0 package using Factor Analysis, Pearson Correlation, Multiple Regression, and t-test. Subjective norms (SNs) had no significant association with Green purchase intentions (GPI). Variables such as media exposure (ME), environmental concern (EC), environmental knowledge (EK), and attitude (EA), Perceived Behavioural Control (PBC) had a significant impact on the GPI. Shopper’s purchase intention substantially impacted their buying behaviour of green products, and these results supported the TPB model. The ME, SNs, and PBC variables did not show any behavioural differences between the two generations. Still, variables such as EK, EC, EA, and GPI showed a behavioural difference in purchasing green products.

PL

Praca przedstawia czynniki, które promują zakupy ekologiczne i pozwalają zrozumieć różnice między dwoma pokoleniami: „millenialsów” i pokolenia Z w badanym aspekcie. W pracy wykorzystano dane zebrane od 372 respondentów reprezentujących dwa pokolenia pochodzące z trzech południowych stanów Indii. Dane analizowano za pomocą pakietu IBM SPSS 23.0, przy użyciu analizy czynnikowej, korelacji Pearsona, regresji wielorakiej i testu t. Subiektywne normy (SN) nie miały istotnego związku z intencjami zakupów zielonych (GPI). Zmienne, takie jak ekspozycja na media (ME), troska o środowisko (EC), wiedza o środowisku (EK) i nastawienie (EA), postrzegana kontrola behawio-ralna (PBC) miały znaczący wpływ na GPI. Zamiary kupujących znacząco wpłynęły na ich zachowania zakupowe dotyczące produktów ekologicznych, a wyniki te zostały potwierdzone przez model TPB. Zmienne ME, SN i PBC nie wykazały żadnych różnic behawioralnych pomiędzy dwoma pokoleniami. Mimo to zmienne, takie jak EK, EC, EA i GPI wykazały różnicę w zachowaniu przy zakupie produktów ekologicznych.

15

Social media and generation Y, Z – a challenge for employers

Karasek Aneta, Hysa Beata

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2020

|

z. 144

227--237

EN

Purpose: The aim of this article is to identify the challenges that employers face when it comes to the use of social media (SM) at work in the context of expectations of future Generation Y and Z employees. Design/methodology/approach: A critical analysis of literature of the subject, research results and reports analysis. Findings: Literature as well as documents and reports analysis will allow to answer the following research questions: How important are social media for Generation Y and Z? What are the preferences and expectations of Generation Y and Z when it comes to future employers in terms of use of modern information technologies and social media at work? In what areas employers are currently using social media? What changes are necessary in human resources management to motivate and maintain Generation Y and Z employees? Originality/value: This study indicated the challenges that employers face when it comes to the use of social media (SM) at work in the context of expectations of future Generation Y and Z employees. From among these challenges, the authors paid attention to the need to increase the level of use of social media when it comes to employee management, the ability to create a positive company image in the social media and use these media to verify information on candidates applying for positions.

16

CSR activities in the perception of representatives of generation Z

Gajda Joanna

Organizacja i Zarządzanie : kwartalnik naukowy

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2020

|

nr 4

5--18

EN

Introduction/background: Modern management theories require organizations to recognize 7 the expectations of the environment in order to improve the quality of their products and 8 services. The ability to listen attentively to the needs of stakeholders is one of the key pillars of 9 any company's competitive strategy. The concept of social responsibility, which is based on 10 a long-lasting dialogue with stakeholders, sheds new light on the role of organizations in 11 society, and social engagement promotes obtaining the precious intelligence employed in 12 shaping new sources of value growth. 13 Aim of the paper: The aim of this paper is to present the results of research on the perception 14 of representatives of the Generation Z in the field of corporate social responsibility. 15 The research allowed gathering the information needed to determine the existing state of 16 knowledge of people belonging to this generation with respect to their understanding of the 17 subject of CSR. 18 Materials and methods: The research included 320 students of the Częstochowa University 19 of Technology. The results were subjected to the chi-square independence test. On its basis, 20 it was assessed whether the responses to given questions depended on the field of study of the 21 respondent. 22 Results and conclusions: Only 75% of the respondents indicated that they held knowledge of 23 the problem. Considering their declarations regarding the need to receive more information 24 about CSR, education must be conducted skillfully using appropriate tools. Despite the average 25 level of knowledge of the young generation in the field of CSR, they are positive about it and 26 believe that organizations should be more involved in social activities.

17

Aktywność młodych konsumentów w Internecie w czasie wolnym

Tarapata Jolanta

Nowoczesne Systemy Zarządzania

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2020

|

T. 15, nr 3

13--28

PL

Internet, nazywany nowym medium czy hipermedium, jest wszechobecny w życiu młodego konsumenta. Młodzież wykorzystuje go w różnych celach i do zaspokojenia różnych potrzeb. Celem artykułu jest zaprezentowanie aktualnego stanu wiedzy na temat stosowania tego medium przez młodzież w czasie wolnym oraz jej postaw przy korzystaniu z Internetu. W opracowaniu użyto danych wtórnych, które pozwolą scharakteryzować czas wolny, a także aspekty związane z jego zagospodarowaniem przez młodych konsumentów. Wykorzystano tematyczne pozycje książkowe oraz opracowania dotyczące charakterystyki współczesnego pokolenia Z. Dla zilustrowania podjętych rozważań odwołano się do badań własnych mających na celu określenie form aktywności, które są podejmowane przez młodych konsumentów w czasie wolnym w sieci, a także ich przekonań związanych z użytkowaniem Internetu. Badania zostały przeprowadzone w maju 2019 roku w jednym z warszawskich zespołów szkół na Bemowie. Objęto nimi 80 uczniów klas III gimnazjum oraz klas ósmych. W badaniach zastosowano metodę sondażu diagnostycznego. Miały one charakter pilotażowy.

EN

The Internet, called the ‟new medium” or ‟hypermedia” is ubiquitous in the everyday life of a young consumer. It is used by young people for different purposes and to meet different needs. The aim of the article was to present the current knowledge about the use of this medium in leisure time and its attitudes towards the use of the Internet by young people. The study used secondary data, which allowed to characterize free time as well as aspects related to its use by young consumers. The study used thematic books and studies on the characteristics of the contemporary Z generation. To illustrate the considerations undertaken, reference was made to own research aimed at determining the forms of activity undertaken by young consumers in their free time online and their beliefs related to the use of the Internet. The research was conducted in May 2019 in one of Warsaw’s schools in Bemowo. The research involved 80 students from grades 3 of junior high school and 8th grade. The survey was based on a diagnostic survey method. The research was of a pilot character.

18

Badania poziomu społecznej świadomości występowania syndromu tech neck wśród przedstawicieli „Pokolenia Z”

Chuchnowska Iwona

Aktualne Problemy Biomechaniki

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2020

|

z. 20

5--12

PL

W artykule zaprezentowano wyniki badania ankietowego, którego celem było ustalenie społecznej świadomości występowania syndromu tech-neck wśród reprezentantów tzw. pokolenia z – w najwyższym stopniu uzależnionego od korzystania z urządzeń elektronicznych. Badaniem objęto także zagadnienie podejmowania prób świadomego, celowego zapobiegania przedmiotowemu problemowi oraz podatność na bóle głowy i poszczególnych partii kręgosłupa. Wyniki zestawiano z szacunkowym deklarowanym przez respondentów czasem korzystania z poszczególnych urządzeń elektronicznych.

EN

The article presents the results of a survey whose aim was to establish public awareness of the occurrence of the tech-neck syndrome among representatives of the so-called generation z - the most addicted to using electronic devices. The study also covered the issue of making deliberate attempts to prevent the problem in question, and the susceptibility to headaches and pain in individual parts of the spine. The results were compared with the estimated time of using particular electronic devices declared by the respondents.

19

CSR and the competences of employees from generations Y and Z

Sobotka Bartosz

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2019

|

z. 134

225--235

EN

The article presents an analysis of competences and attitudes of the new generations currently entering the labour market (Generations Y and Z) in the context of the challenges of the modern job market. The analysis was carried out on the basis of surveys, thanks to which recommendations were formulated regarding the use of the competences of this generation by employers in the wider context of corporate social responsibility (CSR). The widespread digitalisation of reality (cloud talent management) and the competences and attitudes of the new generation determine the change in employers' approach to attracting, developing and retaining employees. As a result, the concept of Corporate Social Responsibility shifts the focus to the internal stakeholders of the organisation. Consequently, a debate begins on the legitimacy of implementing a new turquoise management model.

20

Attributes of uniformed services as employers on the Polish labour market – the perspective of the generation Z

Kurek Dorota

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

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2019

|

z. 138

133-154

EN

This article focuses on presenting the opinion of Generation Z, in terms of attributes of uniformed services as employers on the Polish labour market. The article was prepared on the basis of the results of empirical research carried out by means of a diagnostic survey method using the questionnaire technique, and was conducted in January 2019 on a sample of 100 people.