Job Hopping Generation Z And Factors Affecting The Choice Of Workplace In Ho Chi Minh City.pdf

It is general belief that generation Z frequently job hopping than the previous generation and this is a big different trait in this generation.. Therefore, this study attempted to deter

HO CHI MINH CITY UNIVERSITY OF EDUCATION

HO CHI MINH CITY UNIVERSITY OF EDUCATION

Table of Contents

Abstract 1

I Introduction 2

1.1 Background 2

1.2 Research objectives 2

II Literature review 4

2.1 Generation Z job-hopping 4

2.2 Gen Z's Workplace Expectations 6

III Research methods 8

3.1 Research design 8

3.2 Population 8

3.3 Data collection 8

IV Findings and discussion 9

4.1 Results 9

4.2 Discussion 13

V Conclusion and Recommendation 15

5.1 Conclusion 15

5.2 Recommendation 15

References 16

Appendices 20

Table of Figure

Figure 4.1 How many jobs have you done? 9

Figure 4.2 What is the average length of your job? 10

Figure 4.3 Why you quit your previous jobs? 10

Figure 4.4 What do you expect when you go to work at a company? 11

Figure 4.5 Respondent’s opinions 12

Figure 4 6 Respondent’s opinions 12

Figure 4 7 Respondent’s opinions 13

Figure 4.8 Respondent’s opinions 13

Abstract

In industry 4.0, the new workforce is largely Generation Z, which is more tech-savvy than any previous generation and more likely to collaborate with colleagues to complete tasks This generation has some controversial unique characteristics It is general belief that generation Z frequently job hopping than the previous generation and this is a big different trait in this generation In spite of this, generation Z is highly competitive due to its creativity, enthusiasm, and ability to recognize current trends as quickly as possible Compared to previous generations, they desire rapid career advancement and freedom at work Generation Z tends to leave organizations when they do not meet their expectations For this reason, many managers today struggle to make decisions and shape policies that meet the expectations of Generation

Z workers so they can attract and retain them Therefore, this study attempted to determine the reasons generation Z in Ho Chi Minh City typically job hopping and the factors that affect them to choose the workplace

I Introduction

1.1 Background

In generations, those with the same birth year and similar economic background are considered

to be within the same generation (Kirchmayer & Fratricová, 2020) Currently in the workplace there are 3 generations working together (Meret et al., 2017) Those 3 generations are X, Y and especially generation Z who were born after 1195 is the youngest labor force in the labor market today Occasionally, there are different thoughts in a workplace due to the many generations with different backgrounds It has been shown that people of the same generation often think similarly because they have been influenced by similar economic, political, and cultural experiences (Mccrindle, 2011) It is the employees who are the company's most valuable assets and whose success directly affects the company's success This makes the company in need of an excellent leader who sets a good example for its employees It is important for leaders to understand their employees' trends, personalities, and thinking behaviors, especially Generation Z which represents an abundant source of labor in the current market (Mccrindle, 2011)

Generation Z was born in the era of strong digital technology (Meret et al., 2017) Therefore, digital technology also partly affects their personality They have unlimited access to information so if they don't like something in an organization, they will change it with their own abilities (Csiszárik-Kocsír & Garia-Fodor, 2018) Gen Z is controversial in this sense since they tend to switch jobs more frequently and lack loyalty to companies for an extended period of time ((Beckman, 2018) (Limón, 2019)) They are willing to leave the company that does not meet their requirements and find another job immediately when the opportunity arises Job hopping and workplace requirements of gen z will be explored in this study

1.2 Research objectives

A specific objective of this study is to explore the reasons for job-hopping by Generation Z and how this generation chooses the workplace

- Better understand the job-hopping trend of Generation Z

- Clarifying the factors that Generation Z considers before choosing a workplace

- Point out the elements that a workplace should have to match the new era

The study attempted to answer the following quesions

- What are the reasons why Generation Z decided to jop-hopping?

- What factors do Generation Z prioritize before choosing a workplace? How is that choice different from previous generations?

- How should leaders use to retain potential Generation Z for the company?

- How should the company change the workplace to catch up with the trend of the new era?

II Literature review

2.1 Generation Z job-hopping

As Pranaya (2014) argued, job-hopping occurs because employees leave companies every one

or two years the way they desire, not because they've been fired Job-hoppers are often considered to be unstable and unable to hold their jobs for a long time (Kaila, 2006) or those who are no longer passionate about their work at their companies (Bills, 1990) There is nothing new about job-hopping, according to research conducted in the two years leading up

to 2018 the number of Generation Z employees leaving the organization increased by more than 61% (Deloitte, 2018; Scholz, 2019) This causes headaches for the majority of employers and leaders in businesses

A recent survey of Generation Z, 18 to 24 year olds, reported that 73% left their jobs due to unmet expectations (HR Dive, 2019) These results are compatible with earlier research (Proost et al., 2012; Taris et al., 2006; Hobfoll, 2002) that when workplace expectations don't match reality, employee's motivation suffers, which might lead to them leaving the company Person-environment fit (P-E) can take many forms, including fit between the individual and the organization, fit between the individual and his supervisor, fit between the individual and the job, and the relatively less studied fit between the individual and his vocation on which we focus here (Vogel & Feldman, 2009) From the perspective of P-E, the conflict between work and surroundings leads to job dissatisfaction and job switching (Campione, 2015; Su et al., 2015) These environmental factors may include relationships with colleagues and leaders and conflict with them will cause the quality of work to be reduced Moreover, Generation Z is more dynamic and inquisitive than previous generations are, so they have a tendency to seek out challenging jobs in order to increase their motivation to work, which is why repetitive tasks bore them (Chillakuri & Mahanandia, 2018) It has been suggested previously that boredom

at work is caused by monotonous, low-skilled work (Harju et al., 2014), insufficient challenge, or insufficiently challenging demands (Reijseger et al., 2013) A person who becomes bored will eventually disengage from the organization and quit Having a negative attitude towards work leads to depletion of accomplishments, psychological disengagement, and reduced professional effectiveness (Maslach et al., 2001; World Health Organization, 2019) For this reason, Generation Z is regarded as a generation with no patience (Opris and Cenusa, 2017)

Research shows that some generation Z members move to other organizations not because of the salary but because it has more learning opportunities (Barhate & Dirani, 2021) While at their old organization, they did not receive enthusiastic support from their supervisors or found that the knowledge they received during their studies did not meet their needs It's their admiration for expertise and knowledge that motivates them to develop themselves to have better skills and competencies within the company It is more appealing to them to find jobs that require a certain level of skills and abilities (Nabahani & Setyo Riyanto, 2020) A person joins the company because they want to gain knowledge to improve their own experience for the purpose of developing their careers in the future, so if the company does not facilitate their learning, they will leave In addition, Gen Z is a young generation, which means they have plenty of time to find the right career for themselves, so they're open to exploring different career paths It is their belief that a new career opportunity in a completely different field from their previous experience will help them find a position that matches their strengths (Barhate

& Dirani, 2021)

Gen Z prioritizes work independence, not only in terms of time but also in terms of the nature

of employment itself (Nabahani & Setyo Riyanto, 2020) Having a work-life balance means they can focus on their personal lives outside of the workplace (Barhate & Dirani, 2021) Generation Z prefers not to have work intrude upon their personal lives They already spend 1/3 of their day at work, so Generation Z insists that the remaining time be spent on personal matters As a result of the company’s lack of work-life balance, the employee's workload significantly increases, forcing them to work overtime, not only making them bored and frustrated, but also affecting their health and preventing them from completing their tasks (Bruursema et al., 2011; Skowronski, 2012; Harju et al., 2014) Unlike baby boomers and Generation Y, they have no sense of responsibility to repay the company for its obligations after office hours, holidays, and weekends In the workplace, Generation Z employees are more concerned with their own rights than with their employer's rights (Francis et al., 2020) They work during the working hours of the day and prioritize their personal lives afterward Their lifestyles are more leisurely, and they rely on previous generations to perform the labor Furthermore, Scholz (2019) asserts that Generation Z is more prone to depart an organization without notice and to prioritize personal pleasure Korn Ferry reported that 25 percent of new employees quit their jobs in the first six months because of lack of onboarding experience (Korn Ferry, 2017) Generation Z members reported in another survey that they

wanted to quit their jobs within three months because they didn't feel like real job (Schroth, 2019)

2.2 Gen Z's Workplace Expectations

Generation Z is very passionate about relationships at work, and they value developing relationships with colleagues and supervisors strongly Employees expect their supervisors to provide them with the skills and emotional support they need to reduce stress and anxiety, as well as to support their career development (Barhate & Dirani, 2021; Schroth, 2019) When individuals perceive a supervisor's support, they feel valued and have a sense of belonging as well as a sense of being part of a team (Sarafino and Smith, 2014) Based on Cohen and Wills (1985), work-related stressors and boredom can be effectively reduced by increasing supervisor support It is advantageous for both managers and employees to engage in regular conversation with supervisors, as managers will be able to gain an understanding of employee expectations and provide appropriate guidance (Chillakuri, 2018) In contrast, employees feel that they are valued and supported by their supervisor A lack of supervisor support causes individuals to feel less satisfied with their jobs, and may even lead to their departure (Chillakuri, 2020) Besides, Generation Z places a high value on learning in their career aspirations, and they want to advance their knowledge through their jobs To meet the expectations of a new generation, leaders must offer formal and informal learning opportunities, as well as mentoring and coaching programs (Barhate & Dirani, 2021) Furthermore, they appreciate the possibility of advancement and development programs to enhance their abilities to achieve their desired career path According to them, having a meaningful job is important to them, as it allows them to optimize their skills and abilities ((Nabahani & Setyo Riyanto, 2020) During company selection, they expect the company to assist them with their learning and assist them in developing their maximum skills for improvement

Generation Z enjoys the freedom and flexibility of working hours The term flexibility does not refer solely to working from home, but also to the willingness of employers to allow their employees to work at a time that is convenient for them, whether that is via flexitime or a staggered shift Despite its independence, Generation Z does not shy away from collaboration,

as they are capable of connecting seamlessly with others through devices (Ozkan and Solmaz, 2015) Consequently, they do not see a difference between working from home and at an

office, since they like to be trusted as mature individuals who know what is expected of them Technology has allowed employees to manage work from anywhere thanks to its ubiquitous presence Additionally, studies indicate that if the work is being done, it is more productive to work at home rather than at the office (Chillakuri & Mahanandia, 2018)

For previous generations, they are very important to the salary as well as the age of the company, but for Generation Z, it is different Generation Z has its own expectations and preferences for work (Nabahani & Setyo Riyanto, 2020) Additionally, Chillakuri & Mahanandia (2018) found that if the salary is low and not enough to meet their needs, they will look for another opportunity with a higher salary When it comes to considering a job, it

is certainly a priority, but it's not at the top of their list There are many variables that Generation Z comes to expect and it's not just a high salary (Nabahani & Setyo Riyanto, 2020) They are particularly concerned with work values, which represent an individual's beliefs and ideas regarding their profession or work (Dose, 1997) Work values which they wants to get from their work includes recognition and stability Employees who receive recognition from the company through the form of bonus as well as commission will help them be more motivated to stick with the company The support and appreciation from the company is what Generation Z expects According to Fratričová and Kirchmayer (2018), Generation Z is a generation that looks for a sense of meaning in their job and is less likely to be drawn to it by boredom or repetition They also view themselves as professionals who work hard and want their jobs to be enjoyable As a result, they expect to receive a challenge at work to be motivated to maintain their job

III Research methods

3.1 Research design

My research was conducted using a survey method as a quantitative method The questionnaire

is the first part of the survey Multiple-choice questions about their reasons for changing jobs

as well as how they choose their working environment are included in this section The second part is the questions using a 5-point Likert scale to assess Generation Z's behavior, attitudes and views

3.3 Data collection

The primary data source of the study was collected from the responses of 73 people of Generation Z who are living and working in Ho Chi Minh City and have had at least 2 jobs Surveys through Google Forms are sent through platforms such as Messenger, Zalo and Microsoft Teams The language used in this event is Vietnamese, the messages given were then translated into English Besides being asked questions with predesigned answers, they were also able to add their own ideas The first involves small multiple-choice questions that determine whether respondents are eligible to participate The second part consists of multiple-choice questions and small essays focusing on the research topic

To support the research, scientific journals, literature and online sources will be used to collect secondary data When reviewing the literature, we need to meet a number of prerequisites, such as finding some academic databases that support our view, and what people have said before will be strong evidence (Saunders et al., 2007)

IV Findings and discussion

4.1.1 Gen Z's work: A brief overview

Figure 4.1 How many jobs have you done?

From figure 4.1, it can be seen that 90,4% of the respondents of Generation Z have worked at least 2 jobs This shows Generation Z has been entering the labor market since they were students, so they are knowledgeable about a variety of working environments to give their opinions on the current job-hopping situation

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