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

lOMoARcPSD|38557106 HO CHI MINH CITY UNIVERSITY OF EDUCATION ENGLISH DEPARTMENT ~~~~~~*~~~~~~ BUSINESS RESEARCH Job hopping: Generation Z and factors affecting the choice of workplace in Ho Chi Minh City Student : Nguyen Ngoc Huyen Tram Code : 46.01.751.194 Teacher Support : Ms Ho Thi Xuan Vuong HCMC, 14th December, 2022 Downloaded by LIEU TAI (tailieuso.14@gmail.com) lOMoARcPSD|38557106 HO CHI MINH CITY UNIVERSITY OF EDUCATION ENGLISH DEPARTMENT ~~~~~~*~~~~~~ SCIENTIFIC RESEARCH Job hopping: Generation Z and factors affecting the choice of workplace in Ho Chi Minh City Student : Nguyen Ngoc Huyen Tram Code : 46.01.751.194 Teacher Support : Ms Ho Thi Xuan Vuong HCMC, 14th December, 2022 Downloaded by LIEU TAI (tailieuso.14@gmail.com) lOMoARcPSD|38557106 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 Downloaded by LIEU TAI (tailieuso.14@gmail.com) lOMoARcPSD|38557106 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 Downloaded by LIEU TAI (tailieuso.14@gmail.com) lOMoARcPSD|38557106 1 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 Downloaded by LIEU TAI (tailieuso.14@gmail.com) lOMoARcPSD|38557106 2 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? Downloaded by LIEU TAI (tailieuso.14@gmail.com) lOMoARcPSD|38557106 3 - 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? Downloaded by LIEU TAI (tailieuso.14@gmail.com) lOMoARcPSD|38557106 4 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) Downloaded by LIEU TAI (tailieuso.14@gmail.com) lOMoARcPSD|38557106 5 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 Downloaded by LIEU TAI (tailieuso.14@gmail.com) lOMoARcPSD|38557106 6 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 Downloaded by LIEU TAI (tailieuso.14@gmail.com) lOMoARcPSD|38557106 9 IV Findings and discussion 4.1 Results The results of the study show that a large number of Generation Z tend to only work in one place for a few months and then switch jobs The reasons for job-hopping often have a lot to do with the company's policies and working environment Besides, they also aspire to find a company that meets their needs 4.1.1 Gen Z's work: A brief overview 4.1 How many jobs have you done? 9,6% 21,9% 1 2 3 >4 43,8% 24,7% 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 Downloaded by LIEU TAI (tailieuso.14@gmail.com) lOMoARcPSD|38557106 10 4.2 What is the average length of your job? 1,3% 5,5% 13,7% 1 year 31,5% Figure 4.2 What is the average length of your job? It is shown in Table 4.2 that Generation Z does a lot of work but doesn't last long despite doing a lot of work It is not possible for them to stay with the job for more than a year, as the data shows they work mainly for 4 to 12 months and account for 48% of the workforce In addition, work lasting from three to four months also accounted for a considerable share with a 31,5% index As a result, we see that the issue of job hopping as well as loyalty to the company is very controversial among Generation Z 4.1.2 Why Gen Z quit their previous jobs? Figure 4.3 Why you quit your previous jobs? Downloaded by LIEU TAI (tailieuso.14@gmail.com) lOMoARcPSD|38557106 11 It has been shown from chart 4.3 that the low salary and working environment do not encourage Generation Z to cultivate their strengths, leading Generation Z to leave their current jobs in search of better opportunities They are also the two reasons chosen most frequently in the survey, both accounting for 42.5% of the answers As with other generations, salary has a huge impact on the employment decision of the Gen Z workforce Despite Generation Z's hard work, there are a few companies that pay low wages compared to the average and make them believe the wages they earn is not worth their hard work Aside from that, Generation Z is always striving to develop their strengths and to improve their own level If they are employed in an enterprise but the organization does not help them improve their skills, they will quit to find another company that is more enthusiastic about training their employees Behind them, the reasons for leaving also account for a high proportion such as the actual working environment is not as expected (39.7%), the company does not have good compensation (37%) and boring jobs (32,9%) 4.1.3 Gen Z's expectation at the workplace Figure 4.4 What do you expect when you go to work at a company? Figure 4.4 illustrates that good compensation such as bonuses, commissions and incentives (56.2%) are the top priority that Generation Z cares about before choosing to work for a new company Compensation plays an important role in attracting talented employees and boosting productivity A low wage is the most common reason for employees to switch jobs, as illustrated in Figure 4.3 As a result, it is important to invest in incentives in order to keep Downloaded by LIEU TAI (tailieuso.14@gmail.com) lOMoARcPSD|38557106 12 employees in place As for Generation Z, a friendly working environment, a company that offers a clear promotion environment and a work-life balance are some of the factors that they wish to find in the workplace, accounting for 42.5% of the respondents By meeting these factors, employees will feel more satisfied at work and feel motivated to complete their tasks on a daily basis 4.1.4 Generation Z’s opinions Figure 4.5 Respondent’s opinions Data 4.5 shows that 68,4% do not choose a company based on its reputation, but depend more on other factors, such as salary The number of people agreeing is very low, only 4.2% Thus, the reputation of the company is not enough to attract employees Figure 4.6 Respondent’s opinions A good company knows how to retain its employees If the company does not meet the employee's minimum requirements, the employee is likely to quit and find a better job Up to 74.9% of people agree with this idea Without the ability to meet the conditions they set out, it would be meaningless for them to continue to work hard and contribute to the company Downloaded by LIEU TAI (tailieuso.14@gmail.com) lOMoARcPSD|38557106 13 Consequently, continuing to work at such an organization will lead to boredom, which will result in reduced performance Figure 4.7 Respondent’s opinions The data of 4.7 indicates that the company should innovate to keep up with current trends Now that Generation Z is the upcoming workforce and will be the key workforce in the future, it is critical for companies to implement policies to retain them In order for Gen Z to integrate with colleagues from different generations, the company must constantly innovate to accommodate generational differences in its working style This opinion received a very large agreement of up to 80.8% and the disagree index was only 10.5% Figure 4.8 Respondent’s opinions Data 4.8 demonstrates that there is a relatively narrow gap between the percentage of respondents who agree (46.3%) and those who disagree (35.7%) Therefore, the common purpose for job hopping across all members of Generation Z is probably not to obtain a lot of expertise in various industries 4.2 Discussion Throughout the study, the main objective is to investigate the job-hopping behavior of Generation Z as well as the factors influencing their decision to change jobs and the expectation of them in the workplace The salary that Generation Z receives after working is also very important as common ground They expect a suitable salary As a new generation of workers, Generation Z feels they need to work too hard to earn low wages that businesses Downloaded by LIEU TAI (tailieuso.14@gmail.com) lOMoARcPSD|38557106 14 offer Besides low wages, they are not guided by businesses to advance their skills In general, Generation Z quits their jobs due to these two reasons In addition, they also find that the actual working environment is not as they expected and that there are not enough good benefits offered by the company Researchers found that Ho Chi Minh City's Generation Z is more concerned about a company's benefits and friendly working environment than its reputation Participants in the study also valued flexible hours and a work-life balance, but did not expect them at the beginning of their careers As a result, they expect high-quality coaching and training in the workplace to improve their abilities Through this research, businesses can also fully grasp the psychology of this generation as well as its minimum needs in order to develop policies that will help them attract and retain talented individuals The study has successfully achieved its stated objective In light of this, the author's survey area may not be representative of the entire country, since its survey area was limited to Ho Chi Minh City If the survey area was extended, the results might appear differently Downloaded by LIEU TAI (tailieuso.14@gmail.com) lOMoARcPSD|38557106 15 V Conclusion and Recommendation 5.1 Conclusion Based on the research, we can conclude that Generation Z jumps because the company does not match their salary with their workload Further, Gen Z is a dynamic, young generation that is eager to learn, so if a company is not able to develop their skills, they will quickly look for a new, better job Moreover, due to the image of the workplace as well as the salary, commission, and bonus not being as they expected, it is also an important factor influencing their decision to quit Business demands often force them to work overtime, creating an imbalance between work and life, leading to dissatisfaction at work and fatigue at home, resulting in their resignation The Generation Z generation often prioritizes companies with good compensation and professional training programs to help them improve their skills In addition, the company has a clear promotion path which also attracts their attention Additionally, they expect their work- life balance to be respected by the company Their lives are very busy at work, so they want to spend the remainder of their time on personal matters 5.2 Recommendation Job switching is one of the most important decisions that affect Generation Z in many ways Although job-hopping also has a good side, we can gain a lot of experience and knowledge that will be helpful in our future careers Moreover, there are also disadvantages that we cannot anticipate A job change also requires some time and effort to research and apply for a new company When Generation Z has only worked at the current company for a short period of time, they need to consider the effects that switching jobs will have on them It's possible that job-hopping can affect their CVs, and if recruiters find out they're not loyal to their previous employers, they may be less likely to hire them In order to be successful at job-hopping, you need to be aware of your own capabilities, such as how good are you? Ask yourself, can you use the skills you have in your new job? How useful is the job for your future?, In order to choose the right company for you, you should also carefully research the next company you intend to contribute to, either through review pages or from people who have done it previously so you can choose the one that suits your needs Downloaded by LIEU TAI (tailieuso.14@gmail.com) lOMoARcPSD|38557106 16 References Barhate, B., & Dirani, K M (2021) Career aspirations of generation Z: a systematic literature review European Journal of Training and Development, ahead-of- print(ahead-of-print) https://doi.org/10.1108/ejtd-07-2020-0124 Beckman, Kate (2018) Will Gen Z be the Next Generation of Job Hoppers? 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