Motivation of generation Y and Z representatives in the context of organizational resilience
Artykuł w czasopiśmie
MNiSW
70
Lista 2024
| Status: | |
| Autorzy: | Pikul Małgorzata, Ostapińska Karolina |
| Dyscypliny: | |
| Aby zobaczyć szczegóły należy się zalogować. | |
| Rok wydania: | 2025 |
| Wersja dokumentu: | Drukowana | Elektroniczna |
| Język: | angielski |
| Numer czasopisma: | 237 |
| Strony: | 491 - 507 |
| Efekt badań statutowych | NIE |
| Materiał konferencyjny: | NIE |
| Publikacja OA: | TAK |
| Licencja: | |
| Sposób udostępnienia: | Witryna wydawcy |
| Wersja tekstu: | Ostateczna wersja opublikowana |
| Czas opublikowania: | W momencie opublikowania |
| Data opublikowania w OA: | 30 grudnia 2025 |
| Abstrakty: | angielski |
| Purpose: The article focuses on the determinants shaping the attitudes and expectations of young individuals in the labor market, analyzed through the lens of organizational resilience. The primary objective of the research was to identify which motivational factors play a decisive role in the job-seeking process among representatives of Generations Y and Z. The underlying assumption is that the needs and expectations of young employees - such as autonomy, opportunities for professional development, work–life balance, and transparency - may serve as significant drivers reinforcing adaptive and innovation-oriented processes within organizations. Design/methodology/approach: The article reviews domestic and foreign literature on organizational resilience and the determinants of motivation among young employees in the labor market. The research hypotheses were verified using the diagnostic survey method combined with the CAWI technique. The data obtained enabled a comparative analysis of the relative importance of individual categories of motivators and their impact on sustaining motivation levels among respondents. Findings: The research revealed that while financial factors remain an essential component of motivational systems, aspects related to professional development were evaluated as having greater importance by representatives of Generations Y and Z. Flexible forms of work organization and additional time off also play a significant role. By contrast, pro-environmental initiatives serve only a complementary function. Research limitations/implications: The study was conducted on a purposively selected sample of young individuals entering the labor market, which limits the generalizability of the findings. Future research should be extended to larger and more diverse populations, differentiated by level of education and stage of professional career. Such an approach would enable a more comprehensive assessment of the relative importance of motivational factors in the context of organizational resilience. Practical implications: The expectations of Generations Y and Z center around competitive remuneration, flexible forms of employment, transparent career development opportunities, and a collaborative organizational culture. Proper integration of these needs into motivational systems not only supports talent retention and enhances employee well-being but also establishes a foundation for strengthening organizational adaptability and resilience.Social implications: The issues addressed hold social significance as they concern the quality of working life of young employees and their integration into the labor market. The findings highlight how the organization of working conditions and professional relationships may influence work–life balance, psychological well-being, and the development of social capital. Originality/value: By incorporating the motivational perspectives of Generations Y and Z entering the labor market, the study identifies key determinants of effective human capital management. |
