Journal of Human Resource Management

Journal of Human Resource Management

Generation Z's message to managers: Our expectations of the workplace

Document Type : Original Article

Authors
1 . PhD Candidate, Department of Public Administration, Faculty of Management and Accounting, Allameh Tabataba'i University, Tehran, Iran.
2 MSc., Department of Public Administration, Faculty of Public Administration and Organizational Sciences, College of Management, University of Tehran, Tehran, Iran.
3 Associate Prof., Department of Public Administration, Faculty of Management, Shahid Sattari Aviation University, Tehran, Iran.
10.22034/jhrs.2024.210043
Abstract
Background and purpose: The presence of generation Z in the labor market will cause a paradigm shift in the organization of activities in the organization. This generation will enter companies in the coming years, understanding how this generation enters the workforce is very important as they begin to graduate and enter the job market. In this regard, the aim of this research is to identify the expectations of Generation Z from the work environment.
Method: The current research is based on the interpretation paradigm and has used the systematic literature review method as a research strategy. The information sources of the research are articles that have been published in international scientific databases from 2000 to 2024. The articles collected based on the acceptance criteria were entered into the systematic review process, and after evaluating the quality of the articles according to the Q and H indexes of the publications, 43 articles were analyzed using the coding method.
Findings: After completing the coding process, we found 9 overarching themes, 27 organizing themes and 137 basic themes. In this research, Expectations related to the nature of the job and working conditions (attractive job and flexible and remote working conditions), expected work environment (expectations from the physical, psychological, social and humanistic work environment), expected employment conditions (preference for employer brand and transparency in employment), expected training and development (expectations related to the content and methods of training and professional development), expected performance management (awareness of goals and plans, receiving effective feedback and fairness of performance management), motivational preferences (prefering intrapersonal and social motivations), expected service compensation (expectations of salary, benefits and rewards), expected management and leadership (expected styles and competencies, behaviors and relationships of leaders) and cultural and social expectations (technology-based interactions, dynamic and cooperative culture, attention to life and family).
Conclusion: The results of this research provide valuable insights to the managers of organizations regarding the expectations of generation Z from the work environment. Identifying and understanding these expectations can help managers to interact effectively with this generation.
Keywords

Acheampong, N. A. A. (2021). Reward preferences of the youngest generation: Attracting, recruiting, and retaining generation Z into public sector organizations. Compensation & Benefits Review, 53(2), 75-97.
Aggarwal, A., Sadhna, P., Gupta, S., Mittal, A. & Rastogi, S. (2022). Gen Z entering the workforce: Restructuring HR policies and practices for fostering the task performance and organizational commitment. Journal of Public Affairs, 22(3), e2535.
Akbari, S., Gholipour, A. & Nargesian, A. (2023). Identification the Factors Affecting Retention of Generation Z Employees in the Capital Market (Compensation System). Journal of Research in Human Resources Management, 15(1), 11-52. (in Persian)
Akbari, S., Gholipour, A. & Nargesiyan, A. (2022). Requirements of Performance Management System of Generation Z Employees in the Capital Market: A Thematic Analysis Approach. Journal of Human Resource Management, 12(2), 54-77. doi: 10.22034/jhrs.2022.158891
(in Persian)
Alfaisal, R., Hashim, H. & Azizan, U. H. (2024). Metaverse system adoption in education: a systematic literature review. Journal of Computers in Education, 11(1), 259-303.
Ali, H., Li, M. & Qiu, X. (2024). Examination of HRM practices in relation to the retention of Chinese Gen Z employees. Humanities and Social Sciences Communications, 11(1), 1-12.
Ali, O., Abdelbaki, W., Shrestha, A., Elbasi, E., Alryalat, M. A. A. & Dwivedi, Y. K. (2023). A systematic literature review of artificial intelligence in the healthcare sector: Benefits, challenges, methodologies, and functionalities. Journal of Innovation & Knowledge, 8(1), 100333.
AlOmar, E. A., Mkaouer, M. W. & Ouni, A. (2024). Behind the intent of extract method refactoring: A systematic literature review. IEEE Transactions on Software Engineering, 50,  668-694. DOI: 10.1109/TSE.2023.3345800
Anh Do, D., Diem Doan, Q., Khanh Vu, L., Thi Le, T., Minh Tran, N. & Linh Nguyen, G. (2023). Antecedents of turnover intention among Gen z in Vietnam: The mediating role of affective commitment. Cogent Business & Management, 10(3), 2267811.
Bal, P. M., De Lange, A. H., Jansen, P. G. & Van Der Velde, M. E. (2008). Psychological contract breach and job attitudes: A meta-analysis of age as a moderator. Journal of vocational behavior, 72(1), 143-158.
Barhate, B. & Dirani, K. M. (2022). Career aspirations of generation Z: a systematic literature review. European Journal of Training and Development, 46(1/2), 139-157.
Baykal, B. (2020). Generational differences in Omnichannel experience: rising new segment: Gen Z. In Managing Customer Experiences in an Omnichannel World: Melody of Online and Offline Environments in the Customer Journey (pp. 117-132). Emerald Publishing Limited.
Becton, J. B., Walker, H. J. & Jones‐Farmer, A. (2014). Generational differences in workplace behavior. Journal of Applied Social Psychology, 44(3), 175-189.
Bejtkovský, J. (2016). The current generations: The baby boomers, X, Y and Z in the context of human capital management of the 21st century in selected corporations in the Czech Republic. Littera scripta, 9(2), 25-45.
Bencsik, A., Horváth-Csikós, G. & Juhász, T. (2016). Y and Z Generations at Workplaces. Journal of competitiveness, 8 (3).
Benitez-Marquez, M. D., Sanchez-Teba, E. M., Bermudez-Gonzalez, G. & Nunez-Rydman, E. S. (2022). Generation Z within the workforce and in the workplace: A bibliometric analysis. Frontiers in psychology, 12, 736820.
Bierbrier, C. V. (2022). Work value preferences of generation Z in the United States. Johnson & Wales University.
Bińczycki, B., Łukasiński, W. & Dorocki, S. (2023). Determinants of Motivation to Work in Terms of Industry 4.0—The Gen Z Perspective. Sustainability, 15(15), 12069.
Bulut, S. & Maraba, D. (2021). Generation Z and its perception of work through habits, motivations, expectations preferences, and work ethics. Psychology and Psychotherapy Research Study.
Burton, C. M., Mayhall, C., Cross, J. & Patterson, P. (2019). Critical elements for multigenerational teams: a systematic review. Team Performance Management: An International Journal, 25(7/8), 369-401.
Carver, L. & Candela, L. (2008). Attaining organizational commitment across different generations of nurses. Journal of nursing management, 16(8), 984-991.
Chareewan, S., Grunhagen, M., Pološki Vokić, N. & Dlačić, J. (2020). Differences in work expectations of generation Y and generation Z: An empirical investigation in Croatia. Journal of Business, Industry and Economics, 25, 1-32.
Chawla, D., Dokadia, A. & Rai, S. (2017). Multigenerational differences in career preferences, reward preferences and work engagement among Indian employees. Global Business Review, 18(1), 181-197.
Chillakuri, B. & Mahanandia, R. (2018). Generation Z entering the workforce: the need for sustainable strategies in maximizing their talent. Human Resource Management International Digest, 26(4), 34-38.
Chillakuri, B. (2018). Scrapping the bell curve: a practitioner’s review of reinvented performance management system. South Asian Journal of Human Resources Management, 5(2), 244-253.
Chillakuri, B. (2020). Understanding Generation Z expectations for effective onboarding. Journal of Organizational Change Management, 33(7), 1277-1296.
Chillakuri, B. K. (2020). Fueling performance of millennials and generation Z. Strategic HR Review, 19(1), 41-43.
Chitranshi, J. (2021). Leader readiness of Gen Z in VUCA business environment. Foresight, 23(2), 154-171.
Cho, M., Bonn, M. A. & Han, S. J. (2018). Generation Z’s sustainable volunteering: Motivations, attitudes and job performance. Sustainability, 10(5), 1400.
Coetzee, M., Deas, A., Veldsman, D. & Dhliwayo, P. (2022). Career agility and career embeddedness as psychological needs of the value-oriented psychological contract. South African Journal of Psychology, 52(3), 364-378.
Cogin, J. (2012). Are generational differences in work values fact or fiction? Multi-country evidence and implications. The International Journal of Human Resource Management, 23(11), 2268-2294.
Costanza, D. P., Rudolph, C. W. & Zacher, H. (2023). Are generations a useful concept? Acta Psychologica, 241, 104059.
Cseh-Papp, I., Varga, E., Szabó, K., Szira, Z. & Hajós, L. (2017). The appearance of a new generation on the labour market. Annals of the Faculty of Engineering Hunedoara-International Journal of Engineering, 15 (1).
Cyphers, E. D., de Leon, E. & Kagetsu, N. J. (2023). Generation Z and the radiology workforce: ready or not, here I come. American Journal of Roentgenology, 221(2), 274-275.
Dabic, M., Maley, J., Dana, L. P., Novak, I., Pellegrini, M. M. & Caputo, A. (2020). Pathways of SME internationalization: A bibliometric and systematic review. Small Business Economics, 55, 705-725.
Deas, A. & Coetzee, M. (2022). A value-oriented psychological contract: Generational differences amidst a global pandemic. Frontiers in Psychology, 13, 921184.
Dehghan, D., Agha Davoud Jolfaei, S. R. & Delavi Esfahani, M. R. (2013). Identifying the effective factors in attracting and hiring Generation Z. Case study: Bushehr Petrochemical Industries. Quarterly Journal of Strategic Studies in the Oil and Energy Industry, 15 (57), 135-156. (in Persian)
Dittmann, M. (2005). Generational differences at work: A psychologist studies ways to help traditionalists, Baby Boomers, gen Xers and Millennials work better together, despite their generational differences. Monitor on Psychology, 36(6).
Dobrowolski, Z., Drozdowski, G. & Panait, M. (2022). Understanding the impact of Generation Z on risk management—A preliminary views on values, competencies, and ethics of the Generation Z in public administration. International Journal of Environmental Research and Public Health, 19(7), 3868.
Dreyer, C. & Stojanová, H. (2023). How entrepreneurial is German generation Z vs. generation Y? A literature review. Procedia Computer Science, 217, 155-164.
Dunne, A. (2022). Do different generations have different reward preferences? A comparative study analysing the motivators and reward preferences of Gen Z in comparison to Gen Y. (Doctoral dissertation, Dublin, National College of Ireland).
Dwivedula, R., Singh, P. & Azaran, M. (2019). Gen Z: Where are we now, and future pathways. Journal of HRM, 22 (2).
Eckleberry-Hunt, J., Lick, D. & Hunt, R. (2018). Is medical education ready for generation Z? Journal of graduate medical education, 10(4), 378-381.
Efros, F. (2019). Millennials and Gen Zers: They’re not all the same. WWD: Women’s Wear Daily, 8.
Elenga, N. & Krishnaswamy, G. (2023). A new generation of physicians—The Generation Z. Are you ready to deal with it? Frontiers in Public Health, 10, 1015584.
El-Menawy, S. M. A. & Saleh, P. S. (2023). How does the mediating role of the use of social media platforms foster the relationship between employer attractiveness and generation Z intentions to apply for a job? Future Business Journal, 9(1), 65.
Elmore, T. (2022). A new kind of diversity: Making the different generations on your team a competitive advantage. Simon and Schuster.
Fan, A., Shin, H. W., Shi, J. & Wu, L. (2023). Young people share, but do so differently: an empirical comparison of peer-to-peer accommodation consumption between millennials and generation Z. Cornell Hospitality Quarterly, 64(3), 322-337.
Farrell, W. C. & Phungsoonthorn, T. (2020). Generation Z in Thailand. International Journal of Cross Cultural Management, 20(1), 25-51.
Francis, T. & Hoefel, F. (2018). True Gen’: Generation Z and its implications for companies. McKinsey & Company, 12(2).
Fratrièová, J. & Kirchmayer, Z. (2018). Barriers to work motivation of generation Z. Journal of human resource management, 21(2), 28-39.
Gabrielova, K. & Buchko, A. A. (2021). Here comes Generation Z: Millennials as managers. Business Horizons, 64(4), 489-499.
Gaidhani, S., Arora, L. & Sharma, B. K. (2019). Understanding the attitude of generation Z towards workplace. International Journal of Management, Technology and Engineering, 9(1), 2804-2812.
Gilleard, C. (2004). Cohorts and generations in the study of social change. Social Theory & Health, 2(1), 106-119.
Goh, E. & Okumus, F. (2020). Avoiding the hospitality workforce bubble: Strategies to attract and retain generation Z talent in the hospitality workforce. Tourism Management Perspectives, 33, 100603.
Graczyk-Kucharska, M. & Erickson, G. S. (2020). A person-organization fit model of Generation Z: Preliminary studies. Journal of Entrepreneurship, Management and Innovation, 16(4), 149-176.
Grow, J. M. & Yang, S. (2018). Generation-Z enters the advertising workplace: Expectations through a gendered lens. Journal of Advertising Education, 22(1), 7-22.
Hampton, D. & Welsh, D. (2019). Work values of Generation Z nurses. JONA: The Journal of Nursing Administration, 49(10), 480-486.
Hitka, M., Balážová, Ž., Gražulis, V. & Lejskova, P. (2018). Differences in employee motivation in selected countries of CEE (Slovakia, Lithuania and the Czech Republic). Engineering Economics, 29(5), 536-547.
Iorgulescu, M. C. (2016). Generation Z and its perception of work. Cross-Cultural Management Journal, 18(01), 47-54.
Ishaya, B. J., Paraskevadakis, D., Bury, A. & Bryde, D. (2024). A systematic literature review of modern slavery through benchmarking global supply chain. Benchmarking: An international Journal, 31(2), 558-589.
Jenkins, R. (2019). How to deliver employee feedback most effectively.
Joshi, A., Dencker, J. C. & Franz, G. (2011). Generations in organizations. Research in organizational behavior, 31, 177-205.
Kapil, Y. & Roy, A. (2014). Critical evaluation of generation Z at workplaces. International Journal of Social Relevance & Concern, 2(1), 10-14.
Kapoor, C. & Solomon, N. (2011). Understanding and managing generational differences in the workplace. Worldwide hospitality and tourism themes, 3(4), 308-318.
Kapuściński, G., Zhang, N. & Wang, R. (2023). What makes hospitality employers attractive to Gen Z? A means-end-chain perspective. Journal of Vacation Marketing, 29(4), 602-616.
Khatoon, S. & Rehman, V. (2021). Negative emotions in consumer brand relationship: A review and future research agenda. International Journal of Consumer Studies, 45(4), 719-749.
Kimani, L. W. & Mose, T. (2023). Predictors of Managing Generation Z Employees in Nairobi County, Kenya. International Journal of Social Sciences Management and Entrepreneurship (IJSSME), 7(1).
Kitchenham, B. & Charters, S. (2007). Guidelines for performing systematic literature reviews in software engineering.
Kitchenham, B. (2004). Procedures for performing systematic reviews. Keele, UK, Keele University, 33(2004), 1-26.
Kucukusta, D. & Lim, Y. J. (2022). Emotional labor of frontline employees: Generational differences and intention to stay. Journal of China Tourism Research, 18(3), 472-494.
Kupperschmidt, B. R. (2000). Multigeneration employees: Strategies for effective management. The Health Care Manager, 19(1), 65-76.
La Marca, A. (2011). La “Generazione Y”: giovani indecisi che sognano trionfi e vivono tra reale e virtuale. Studium Educationis-Rivista semestrale per le professioni educative, (3), 73-96.
Lanier, K. (2017). 5 Things HR professionals need to know about generation Z: thought leaders share their views on the HR profession and its direction for the future. Strategic HR review, 16(6), 288-290.
Lazányi, K. & Bilan, Y. (2017). Generetion Z on the labour market: do they trust others within their workplace? Polish Journal of Management Studies, 16(1), 78-93.
Lub, X. D., Bal, P. M., Blomme, R. J. & Schalk, R. (2016). One job, one deal… or not: do generations respond differently to psychological contract fulfillment? The International Journal of Human Resource Management, 27(6), 653-680.
Lyons, S. & Kuron, L. (2014). Generational differences in the workplace: A review of the evidence and directions for future research. Journal of organizational behavior, 35(S1), S139-S157.
Magni, F. & Manzoni, B. (2020). Generational differences in workers' expectations: Millennials want more of the same things. European Management Review, 17(4), 901-914.
Mahmoud, A. B., Berman, A., Reisel, W., Fuxman, L. & Hack‐Polay, D. (2024). Examining generational differences as a moderator of extreme‐context perception and its impact on work alienation organizational outcomes: Implications for the workplace and remote work transformation. Scandinavian Journal of Psychology, 65(1), 70-85.
Maloni, M., Hiatt, M. S. & Campbell, S. (2019). Understanding the work values of Gen Z business students. The International Journal of Management Education, 17(3), 100320.
McCrindle, M. & Fell, A. (2019). Understanding Generation Z: Recruiting, training and leading the next generation. McCrindle Research Pty Ltd.
McGaha, K. K. (2018). An interpretive phenomenological study of america's emerging workforce: exploring generation z's leadership preferences. University of Phoenix.
Meret, C., Fioravanti, S., Iannotta, M. & Gatti, M. (2018). The digital employee experience: Discovering generation Z. Digital technology and organizational change: Reshaping technology, people, and organizations towards a global society, 241-256.
Miller, J. (10). Things you need to know about Gen Z. HR magazine, 63(7), 50-56.
Montana, P. J. & Petit, F. (2008). Motivating and managing generation X and Y on the job while preparing for Z: A market oriented approach. Journal of Business & Economics Research, 6(8), 35-40.
Murray, A. (2011). Mind the gap: Technology, millennial leadership and the cross-generational workforce. The Australian Library Journal, 60(1), 54-65.
Nayak, S., Jena, D. & Patnaik, S. (2021). Mediation framework connecting knowledge contract, psychological contract, employee retention, and employee satisfaction: An empirical study. International Journal of Engineering Business Management, 13, 18479790211004007.
Nguyen Ngoc, T., Viet Dung, M., Rowley, C. & Pejić Bach, M. (2022). Generation Z job seekers’ expectations and their job pursuit intention: Evidence from transition and emerging economy. International Journal of Engineering Business Management, 14, 18479790221112548.
Nix, N. (2021). Gen Z workers to triple by 2030, Snap-Commissioned report says. Retrieved December, 18, 2022.
Novotná, M. & Gottwald, D. (2019). Increasing the Level of Human Capital Through Suitable Recruitment Communication with Generation Z. In CLC 2018-Conference Proceedings. TANGER, spol. s ro.
Onumaegbu, T. U. (2023). The Relationship Between Ethical Business Leadership Behavior and Leader-Member Exchange (LMX) and Job-Role Stress among Generation Z (Doctoral dissertation, Capella University).
Opriș, I. & Cenușă, V. E. (2017). Subject-spotting experimental method for gen Z. TEM Journal, 6(4), 683.
Otieno, J. O. & Nyambegera, S. M. (2019). Millennials and generation Z employees are here: is your organization ready? Journal of Language, Technology & Entrepreneurship in Africa, 10(2), 68-85.
Park, S. & Park, S. (2018). Exploring the generation gap in the workplace in South Korea. Human Resource Development International, 21(3), 276-283.
Parry, E. & Urwin, P. (2011). Generational differences in work values: A review of theory and evidence. International journal of management reviews, 13(1), 79-96.
Paul, J. & Benito, G. R. (2018). A review of research on outward foreign direct investment from emerging countries, including China: what do we know, how do we know and where should we be heading? Asia Pacific Business Review, 24(1), 90-115.
Paul, J., Merchant, A., Dwivedi, Y. K. & Rose, G. (2021). Writing an impactful review article: what do we know and what do we need to know? Journal of Business Research, 133, 337-340.
Perkins, G., Gilmore, S., Guttormsen, D. S. & Taylor, S. (2022). Analysing the impacts of Universal Basic Income in the changing world of work: Challenges to the psychological contract and a future research agenda. Human Resource Management Journal, 32(1), 1-18.
Pichler, S., Kohli, C. & Granitz, N. (2021). DITTO for Gen Z: A framework for leveraging the uniqueness of the new generation. Business Horizons, 64(5), 599-610.
Rampen, D. C., Pangemanan, A. S. & Mandagi, D. W. (2023). The X-factors behind Gen Z employee performance: A systematic review. Jurnal Mantik, 7(2), 668-680.
Rietzschel, E. F. & Zacher, H. (2015). Workplace creativity, innovation, and age. Encyclopedia of geropsychology, 40, 1-8.
Rzemieniak, M. & Wawer, M. (2021). Employer branding in the context of the company’s sustainable development strategy from the perspective of gender diversity of generation Z. Sustainability, 13(2), 828.
Sakdiyakorn, M., Golubovskaya, M. & Solnet, D. (2021). Understanding Generation Z through collective consciousness: Impacts for hospitality work and employment. International Journal of Hospitality Management, 94, 102822.
Scholz, T. M. & Vyugina, D. (2019). Looking into the future: What we are expecting from generation Z. In Generations Z in Europe (pp. 277-284). Emerald Publishing Limited.
Schroth, H. (2019). Are you ready for Gen Z in the workplace? California Management Review, 61(3), 5-18.
Schuman, H. & Scott, J. (1989). Generations and collective memories. American sociological review, 359-381.
Self, T. T., Gordon, S. & Jolly, P. M. (2019). Talent management: A Delphi study of assessing and developing GenZ hospitality leaders. International Journal of Contemporary Hospitality Management, 31(10), 4126-4149.
Sigaeva, N., Arasli, H., Ozdemir, E., Atai, G. & Capkiner, E. (2022). In search of effective Gen Z engagement in the hospitality industry: Revisiting issues of servant and authentic leadership. Sustainability, 14(20), 13105.
Silva, J. & Carvalho, A. (2021). The work values of Portuguese generation z in the higher education-to-work transition phase. Social Sciences, 10(8), 297.
Singh, A. (2014). Challenges and issues of generation Z. IOSR Journal of Business and Management, 16(7), 59-63.
Stevanin, S., Voutilainen, A., Bressan, V., Vehviläinen-Julkunen, K., Rosolen, V. & Kvist, T. (2020). Nurses’ generational differences related to workplace and leadership in two European countries. Western Journal of Nursing Research, 42(1), 14-23.
Szymkowiak, A., Melović, B., Dabić, M., Jeganathan, K. & Kundi, G. S. (2021). Information technology and Gen Z: The role of teachers, the internet, and technology in the education of young people. Technology in Society, 65, 101565.
Taibah, D. & Ho, T. C. (2023). The Moderating Effect of Flexible Work Option on Structural Empowerment and Generation Z Contextual Performance. Behavioral Sciences, 13(3), 266.
Talaei, G., Seyed javadin, S. R., Nargesian, A. & Amiri, M. (2022). Designing a Model for Comprehensive Competency-Based Individual Human Resource Development (A Systematic Review of Literature and Conceptual Development). Journal of Research in Human Resources Management, 14(1), 11-39. (in Persian)
Turner, A. (2015). Generation Z: Technology and social interest. The journal of individual Psychology, 71(2), 103-113.
Turner, N., Benjarongrat, P., Phayaphrom, B. & Siripipatthanakul, S. (2023, December). The Influencing Factors to Attract Thai Generation Z to Work Effectively in an Organization. In International Conference On Research And Development, 2(2), 1-14.
Twenge, J. M. (2017). iGen: Why today's super-connected kids are growing up less rebellious, more tolerant, less happy--and completely unprepared for adulthood--and what that means for the rest of us. Simon and Schuster.
Urick, M. J., Hollensbe, E. C. & Fairhurst, G. T. (2017). Differences in understanding generation in the workforce. Journal of Intergenerational Relationships, 15(3), 221-240.
Van Bavel, J. & Reher, D. S. (2013). The baby boom and its causes: What we know and what we need to know. Population and development review, 39(2), 257-288.
Veldsman, D. & van Aarde, N. (2021). The future of work: Implications for organisational design and the psychological contract. Redefining the psychological contract in the digital era: Issues for research and practice, 73-93.
Vugts, R. (2016). The psychological contract: New generations, new type of contract. Tilburg University, 2.
Westerman, J. W. & Yamamura, J. H. (2007). Generational preferences for work environment fit: Effects on employee outcomes. Career development international, 12(2), 150-161.
Wilson, T. O. (2020). Career Calling among Active-Duty, Enlisted Military Generation Z Members: A Narrative Analysis. Northeastern University.
Wu, F., Tang, G. & Sun, W. (2018). Exploring ‘new generation’employees’ green tactics in environmental protection in China. Asia Pacific Business Review, 24(4), 510-527.
Wulur, L. & Mandagi, D. W. (2023). Employee performance 2.0: Antecedents and consequences of Gen Z employees performance. SEIKO: Journal of Management & Business, 6(2), 224-240.
Zhao, H. A. O., Wayne, S. J., Glibkowski, B. C. & Bravo, J. (2007). The impact of psychological contract breach on work‐related outcomes: a meta‐analysis. Personnel psychology, 60(3), 647-680.
Ziaee, M. S. & Nargesian, J. (2023). Providing a Talent Retention Model among Generation Z Employees of Government Organizations. Journal of Human Resource Management, 13(1), 26-56. doi: 10.22034/jhrs.2023.391233.2055 (in Persian)
Zoya, A. & Chitrao, P. V. (2021). Workplace Preference of Generation Z: A Review and Research Agenda. Psychology and Education Journal, 58(2), 10163-10167.