Browsing by Subject "z-sukupolvi"

Generation Z is currently the youngest generation in the working life. They are described as a different generation who is unwilling to commit to organizations. The purpose of this study was to add knowledge about Generation Z’s organizational commitment. The aim of this study was to examine Generation Z’s thoughts on organizational commitment and to analyse the underlying factors affecting it. Several studies have shown that strongly committed personnel is a prerequisite to an organization’s success and competitiveness. This, together with the fact that there are only few studies regarding Generation Z, raises the importance of this study. Eight working representatives of Generation Z participated in the study. The participants had graduated from universities and their backgrounds were from economical and educational sciences. The study utilised qualitative research methods and the data was collected by individual semi-structured interviews. Theoretical content analysis was used as a research method. The analysis was steered by the data itself together with Meyer & Allen’s (1990) three component model of organizational commitment. Different organizational and individual related factors were found to be influencing Generation Z’s organizational commitment. Opportunities to develop oneself, work community and balance in life were highlighted in the interviews as the most valued factors. The influencing factors and thoughts regarding organizational commitment both seemed to have signs of the ongoing change in work. While the representatives of Generation Z described themselves to be committed to organizations, they considered moving from one organization to another to be normal in today’s working life. Generation Z’s representatives felt that committing only to couple organizations in your career would be odd and scary. Based on this study, organizations should try to figure out how to commit young employees in the long run.