During recent years, we have observed a growing interest in generational change. Various journalists, commentators and trend watchers have drawn attention to the differences of the newly emerging generation known as Generation Z (for purposes of this study, young people born in 2000 and later). It seems that the specificity of Generation Z is mainly determined by exposure to technology from an early age. It affects not only the way young people communicate but also their values, career expectations and lifestyle. The aim of the study is, therefore, to find out which factors are important for a successful labour market entry and are the most influential for young people of Generation Z. We predict that the quantity and quality of online communication, life and work values and career expectations relate to career adaptability and resilience of Generation Z. Data were collected via the questionnaire based on validated and adapted scales – Life Values Inventory questionnaire, Career Adaptability Scale questionnaire and Career Resilience Scale questionnaire. The sample included 804 high school students, representatives of Generation Z, in the last year of their studies. The data of this study were analysed with the SPSS statistical software using exploratory factor and correlation analysis. Correlation analysis showed a significant relationship between Career adaptability/Career resilience and both variables of the model, value orientation and career expectations. The results of the study also reveal Generation Z perception of the ideal workplace, the main priorities in selecting a job, perceived working potential and their career aspirations. Results suggest that Generation Z appreciate when their employer provides them with the possibility of online communication as a necessary part of their work expectations. The ranking of the Life Values shows the importance of the value „Prestige“ among students, which indicates the importance of sharing successes and experiences online. Implications for Central European audience: Employability of Generation Z is a viable concept used and researched worldwide. The modified model of successful entry into the labour market for Generation Z was supported in the Czech context, and it provides a base for future research. The results of the study supported an investigation of Generation Z employability and provided an insight into the expectations and values of grammar school students in the Czech Republic. The model might offer a convenient roadmap to accommodate the work expectations of Gen Z from the Central European region: career adaptability/resilience and factors of Generation´s Z entry into the labour market.
{"title":"Model and Specifics of Generation Z Entry into the Czech Labour Market","authors":"Eva Hovořáková, Daniela Pauknerová","doi":"10.18267/j.cebr.349","DOIUrl":"https://doi.org/10.18267/j.cebr.349","url":null,"abstract":"During recent years, we have observed a growing interest in generational change. Various journalists, commentators and trend watchers have drawn attention to the differences of the newly emerging generation known as Generation Z (for purposes of this study, young people born in 2000 and later). It seems that the specificity of Generation Z is mainly determined by exposure to technology from an early age. It affects not only the way young people communicate but also their values, career expectations and lifestyle. The aim of the study is, therefore, to find out which factors are important for a successful labour market entry and are the most influential for young people of Generation Z. We predict that the quantity and quality of online communication, life and work values and career expectations relate to career adaptability and resilience of Generation Z. Data were collected via the questionnaire based on validated and adapted scales – Life Values Inventory questionnaire, Career Adaptability Scale questionnaire and Career Resilience Scale questionnaire. The sample included 804 high school students, representatives of Generation Z, in the last year of their studies. The data of this study were analysed with the SPSS statistical software using exploratory factor and correlation analysis. Correlation analysis showed a significant relationship between Career adaptability/Career resilience and both variables of the model, value orientation and career expectations. The results of the study also reveal Generation Z perception of the ideal workplace, the main priorities in selecting a job, perceived working potential and their career aspirations. Results suggest that Generation Z appreciate when their employer provides them with the possibility of online communication as a necessary part of their work expectations. The ranking of the Life Values shows the importance of the value „Prestige“ among students, which indicates the importance of sharing successes and experiences online. Implications for Central European audience: Employability of Generation Z is a viable concept used and researched worldwide. The modified model of successful entry into the labour market for Generation Z was supported in the Czech context, and it provides a base for future research. The results of the study supported an investigation of Generation Z employability and provided an insight into the expectations and values of grammar school students in the Czech Republic. The model might offer a convenient roadmap to accommodate the work expectations of Gen Z from the Central European region: career adaptability/resilience and factors of Generation´s Z entry into the labour market.","PeriodicalId":37276,"journal":{"name":"Central European Business Review","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-10-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135511866","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Kristýna Zychová, Martina Fejfarová, Andrea Jindrová
As one of the essential human needs, autonomy affects internal motivation and drives job satisfaction. The aim of the article is based on long-term quantitative research (n = 631) to examine gender, age, education and job position differences in job autonomy and to evaluate the extent to which job satisfaction and job autonomy are related. The research showed that 72.6% of respondents have a high degree of work scheduling autonomy, 68.1% have a high degree of decision-making autonomy, and 53.9% have a high degree of work methods autonomy. An important finding is that most respondents (84.8%) are satisfied with their job. There are differences between generations and non/managerial job positions regarding work scheduling autonomy, decision-making autonomy, and work methods autonomy. Additionally, there is a difference between education levels regarding work scheduling autonomy. The Spearman's rank correlation coefficients showed positive mutual correlations between job autonomy categories, as well as between job autonomy categories and job satisfaction. The results also confirmed the relationships between job autonomy categories and job satisfaction. Employees with a high degree of job autonomy feel in their jobs more satisfied than others. On the contrary, there are no differences between genders regarding work scheduling autonomy, decision-making autonomy, and work methods autonomy. Furthermore, there are no differences between education levels regarding decision-making autonomy and work methods autonomy. Understanding the relationship between job autonomy and satisfaction is vital for employers and policymakers to enhance job satisfaction, retain employees, and improve organisational performance. Implications for Central European audience: The research reveals that employees with a high degree of job autonomy, encompassing work scheduling autonomy, decision-making autonomy, and work methods autonomy, experience greater job satisfaction. No gender or education-based differences in terms of job autonomy were found, but differences exist between generations and non/managerial job positions and job autonomy. The results confirmed that job autonomy drives job satisfaction. Employees with a high degree of job autonomy feel more satisfied in their jobs than others. Employers and policymakers should, therefore, prioritise increasing job autonomy to improve job satisfaction, retention, and organisational performance.
{"title":"Job Autonomy as a Driver of Job Satisfaction","authors":"Kristýna Zychová, Martina Fejfarová, Andrea Jindrová","doi":"10.18267/j.cebr.347","DOIUrl":"https://doi.org/10.18267/j.cebr.347","url":null,"abstract":"As one of the essential human needs, autonomy affects internal motivation and drives job satisfaction. The aim of the article is based on long-term quantitative research (n = 631) to examine gender, age, education and job position differences in job autonomy and to evaluate the extent to which job satisfaction and job autonomy are related. The research showed that 72.6% of respondents have a high degree of work scheduling autonomy, 68.1% have a high degree of decision-making autonomy, and 53.9% have a high degree of work methods autonomy. An important finding is that most respondents (84.8%) are satisfied with their job. There are differences between generations and non/managerial job positions regarding work scheduling autonomy, decision-making autonomy, and work methods autonomy. Additionally, there is a difference between education levels regarding work scheduling autonomy. The Spearman's rank correlation coefficients showed positive mutual correlations between job autonomy categories, as well as between job autonomy categories and job satisfaction. The results also confirmed the relationships between job autonomy categories and job satisfaction. Employees with a high degree of job autonomy feel in their jobs more satisfied than others. On the contrary, there are no differences between genders regarding work scheduling autonomy, decision-making autonomy, and work methods autonomy. Furthermore, there are no differences between education levels regarding decision-making autonomy and work methods autonomy. Understanding the relationship between job autonomy and satisfaction is vital for employers and policymakers to enhance job satisfaction, retain employees, and improve organisational performance. <br />Implications for Central European audience: The research reveals that employees with a high degree of job autonomy, encompassing work scheduling autonomy, decision-making autonomy, and work methods autonomy, experience greater job satisfaction. No gender or education-based differences in terms of job autonomy were found, but differences exist between generations and non/managerial job positions and job autonomy. The results confirmed that job autonomy drives job satisfaction. Employees with a high degree of job autonomy feel more satisfied in their jobs than others. Employers and policymakers should, therefore, prioritise increasing job autonomy to improve job satisfaction, retention, and organisational performance.","PeriodicalId":37276,"journal":{"name":"Central European Business Review","volume":null,"pages":null},"PeriodicalIF":0.0,"publicationDate":"2023-10-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135968996","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Ethical Consumption. What Makes People to Buy \"Ethical\" Products","authors":"Daniela Šálková, Inna Čábelková, Dita Hommerová","doi":"10.18267/j.cebr.346","DOIUrl":"https://doi.org/10.18267/j.cebr.346","url":null,"abstract":"","PeriodicalId":37276,"journal":{"name":"Central European Business Review","volume":null,"pages":null},"PeriodicalIF":1.3,"publicationDate":"2023-09-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42535719","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Firm Size Distribution in the Central European Context","authors":"Petra Štamfestová, L. Sobíšek, Jiří Hnilica","doi":"10.18267/j.cebr.345","DOIUrl":"https://doi.org/10.18267/j.cebr.345","url":null,"abstract":"","PeriodicalId":37276,"journal":{"name":"Central European Business Review","volume":null,"pages":null},"PeriodicalIF":1.3,"publicationDate":"2023-09-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49200245","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Ina Kern, Philip Emmerich (ORCID: Philip Emmerich), Anna Lübbe
{"title":"How to Enable Trust While Transforming Teamwork from a Face-to-Face to a Virtual Environment in the Context of COVID-19","authors":"Ina Kern, Philip Emmerich (ORCID: Philip Emmerich), Anna Lübbe","doi":"10.18267/j.cebr.341","DOIUrl":"https://doi.org/10.18267/j.cebr.341","url":null,"abstract":"","PeriodicalId":37276,"journal":{"name":"Central European Business Review","volume":null,"pages":null},"PeriodicalIF":1.3,"publicationDate":"2023-09-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47990034","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Lenka Pisková, Marian Dobranschi, Pavel Semerád, Milena Otavová
{"title":"The Impact of Robot Installations on Employment and Labour Productivity in the Automotive Industry","authors":"Lenka Pisková, Marian Dobranschi, Pavel Semerád, Milena Otavová","doi":"10.18267/j.cebr.342","DOIUrl":"https://doi.org/10.18267/j.cebr.342","url":null,"abstract":"","PeriodicalId":37276,"journal":{"name":"Central European Business Review","volume":null,"pages":null},"PeriodicalIF":1.3,"publicationDate":"2023-09-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49238475","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Agro-Entrepreneurship: Measurement and Evaluation of Intellectual Capital Potential","authors":"J. Deže, T. Sudarić, L. Ranogajec","doi":"10.18267/j.cebr.339","DOIUrl":"https://doi.org/10.18267/j.cebr.339","url":null,"abstract":"","PeriodicalId":37276,"journal":{"name":"Central European Business Review","volume":null,"pages":null},"PeriodicalIF":1.3,"publicationDate":"2023-07-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45803917","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"A Multidisciplinary Approach to Supply Chain Resilience: Conceptualization and Scale Development","authors":"Aziz Barhmi, Omar Hajaji","doi":"10.18267/j.cebr.338","DOIUrl":"https://doi.org/10.18267/j.cebr.338","url":null,"abstract":"","PeriodicalId":37276,"journal":{"name":"Central European Business Review","volume":null,"pages":null},"PeriodicalIF":1.3,"publicationDate":"2023-07-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45012086","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
{"title":"Advantages and Suitability of the Activity Based Costing Method. A Study from the Engineering Industry","authors":"Lenka Hudáková Stašová (0000-0002-4392-4233)","doi":"10.18267/j.cebr.330","DOIUrl":"https://doi.org/10.18267/j.cebr.330","url":null,"abstract":"","PeriodicalId":37276,"journal":{"name":"Central European Business Review","volume":null,"pages":null},"PeriodicalIF":1.3,"publicationDate":"2023-07-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49655298","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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