Level of Fulfilment of Expectations towards Work and Employer of Generation Z Employees

Purpose: The main objective of the research was to identify, analyse and diagnose the level of fulfilment of expectations towards work/service and employer of Generation Z employees, as well as the key factors influencing it. Design/Methodology/Approach: In order to verify the hypotheses posed, the literature analysis and critique method, the diagnostic survey method and statistical methods were used. The study was conducted on the basis of a survey questionnaire, with a randomly selected research sample of 2234 Generation Z people. Column proportions tests were used to determine significant differences in responses between individuals with different education, place of residence and experience in candidate military service. Relationships between variables were tested using Pearson's linear correlation coefficient and also based on the coefficient of the multiple regression model. Findings: The level of fulfilment of expectations towards work/service and employer of Generation Z people is not high and is shaped by many factors. It has been found that the higher the sense of fulfilment of expectations towards work/service and employer of Generation Z people, the higher their motivation to work, willingness to comply with rules, additional medical care, additional group insurance, higher commitment to work, higher acceptance of the service hierarchy, greater gender equality in the organisation and their higher level of coping with uncertainty/unpredictability. Practical Implications: The practical business implications are mainly concerned with the possibility for managers to use the findings in the process of managing Generation Z employees. Originality/Value: Education and experience in candidate military service were found to significantly differentiate the fulfilment of job/service and employer expectations among Generation Z.