Expectations and involvement of representatives of the Generation Z – case of the University of Economics

Purpose: The purpose of the article is to characterize Generation Z in terms of expectations towards work and employers, and to identify manifestations of commitment declared by representatives of this generation. Design/methodology/approach: A review of the literature in the area in question was conducted, and the results of a survey of people representing Generation Z at the University of Economics were analyzed. To identify the manifestations of commitment, the concept of W.A. Kahn. The selection of people for the study was purposive, i.e. people with a length of service of no more than five years were studied. Findings: Managers who adhere to transactional leadership may find it challenging to meet the expectations of Generation Z. It is crucial to understand that members of this generation are quick to leave a job that doesn't allow for experimentation and learning from mistakes. The Zetas' preference for quick results with minimal effort may be difficult for older generations to embrace. Representatives of generation Z, whom we surveyed, declared a high level of commitment. We explain such results by the fact that our respondents are in a period of fascination with having their first job. Unlike other authors, we conducted our research after the pandemic period, which affected the attitudes of employees of the youngest generation. Research limitations/implications: A limitation of our study is the acquisition of results from students at only one university and the small research sample. Our research was a pilot study. In the first instance, we wanted to validate the research tool. Practical implications: Since in 5 years there will be more than 50% of such employees, it is important to know their attitudes and expectations towards work for effective human resources management. Originality/value: Knowing the expectations and reasons why the younger generation engages in work can be useful in the personnel decision-making process of various actors, e.g. leaders, managers, and recruiters. The results can also be inspiring for those dealing with employer branding strategies.