Y–Z in the labour market: employee perceptions in different cultures (Hungary–Pakistan)
Abstract
Research on generations examine and analyse the similarities and differences between various age groups, and their opportunities for cooperation in the labour market, from various perspectives. According to the research, the behaviour and preparedness of each generation are different, the coordination and proper management of which poses challenges for all organisations. This is especially true when staff from national cultures with very distant values work together. The recognition of this problem was the pretext to the present research. The aim of the research is to examine the perception of the under 30 age group socialised and employed in two largely different cultures (Hungarian–Pakistani). Contrary to our assumption, the results of the quantitative research based on an online questionnaire confirm that the respondents do not perceive differently the behaviour, attitudes, expectations regarding work, workplace and employers of Pakistani and Hungarian young people at work. Employers’ perceptions of this age group play a significant role in choosing the tools that affect their retention in the workplace. In this respect, the employees of the studied cultures find similar solutions expedient.
Keyword : employers’ perceptions, generations, national culture
How to Cite
Bencsik, A., Shujahat, A., & Juhász, T. (2021). Y–Z in the labour market: employee perceptions in different cultures (Hungary–Pakistan). Business: Theory and Practice, 22(2), 453-461. https://doi.org/10.3846/btp.2021.13819
This work is licensed under a Creative Commons Attribution 4.0 International License.
References
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Chillakuri, B. (2020). Understanding Generation Z expectations for effective onboarding. Journal of Organizational Change Management, 33(7), 1277–1296. https://doi.org/10.1108/JOCM-02-2020-0058
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Czegledi, Cs., & Juhasz, T. (2015). Mit varunk el a palyakezdőktől? Velemenyek es szempontok a cegek oldalarol. Studia Mundi – Economica, 2(3), 54–63. https://doi.org/10.18531/Studia.Mundi.2015.02.03.54-63
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Groupama Biztosito. (2019). Boldogabb, aki bįtrabban él? https://www.groupama.hu/hu/Sajtoszoba/Sajtokozlemenyeink.html?name=/hu/rolunk/boldogabb_aki_batrabban_el
Gursoy, D., Geng-Qing Chi, Ch., & Karadag, C. G. (2013). Generational differences in work values and attitudes among frontline and service contact employees. International Journal of Hospitality Management, 32(1), 40–48. https://doi.org/10.1016/j.ijhm.2012.04.002
Hofstede, G. (1991). Cultures and organizations: Software of the mind. McGraw-Hill.
Howe, N., Strauss, W., & Matson, R. J. (2000). Millennials rising: The Next Great generation. Vintage Books.
Jayathilake, H. D., Daud, D., Eaw, H. C., & Annuar, N. (2021). Employee development and retention of Generation-Z employees in the post-COVID-19 workplace: a conceptual framework. Benchmarking: an International Journal, 28(7). https://doi.org/10.1108/BIJ-06-2020-0311
Kashif, M., & Rehman, M. A. (2014). Expected service quality of utility stores in Pakistan. International Journal of Quality and Service Sciences, 6(4), 309–325. https://doi.org/10.1108/IJQSS-04-2013-0023
Klopotan, I., Aleksic, A., & Vinkovic, N. (2020). Do business ethics and ethical decision making still matter: Perspective of different generational cohorts. Business Systems Research Journal, 11(1), 31–43. https://doi.org/10.2478/bsrj-2020-0003
Kupperschmidt, B. R. (2000). Multigeneration employees: strategies for effective management. The Health Care Manager, 19(1), 65–76. https://doi.org/10.1097/00126450-200019010-00011
Lissitsa, S., & Laor, T. (2021). Baby boomers, generation X and generation Y: Identifying generational differences in effects of personality traits in on-demand radio use. Technology in Society, 64, 101526. https://doi.org/10.1016/j.techsoc.2021.101526
Magano, J., Silva, C. S., Figueiredo, C., Vitoria, A., & Nogueira, T. (2021). Project management in engineering education: Providing generation Z with transferable skills. Ieee Revista Iberoamericana De Tecnologias Del Aprendizaje, 16(1), 45–57. https://doi.org/10.1109/RITA.2021.3052496
Mannheim, K. (1928). Das Problem der Generationen. Kölner Vierteljahreshefte für Soziologie, 7, 157–185, 309–330.
Omuris, E., Erdem, F., & Aytemur, J. O. (2020). The relationship between cooperative and competitive behavioral tendencies and trust in coworkers. Evidence-based HRM, 8(3), 345–360. https://doi.org/10.1108/EBHRM-03-2020-0034
Rahman, S., & Azhar, S. (2011). Xpressions of generation Y: perceptions of the mobile phone service industry in Pakistan. Asia Pacific Journal of Marketing and Logistics, 23(1), 91–107. https://doi.org/10.1108/13555851111100012
Reissova, A., Simsova, J., & Frickova, K. (2019). Influence of employee engagement and employee benefit schemes on job satisfaction. Ad Alta – Journal of Interdisciplinary Research, 9(2), 288–292. https://doi.org/10.33543/0902288292
Rodriguez, M., Boyer, S., Fleming, D., & Cohen, S. (2019). Managing the next generation of sales, Gen Z/Millennial Cusp: An exploration of grit, entrepreneurship, and loyalty. Journal of Business-To-Business Marketing, 26(1), 43–55. https://doi.org/10.1080/1051712X.2019.1565136
Safrankova, J. M., & Sikyr, M. (2017). Work expectations and potential employability of millennials and post-millennials on the Czech labor market. Oeconomia Copernicana, 8(4), 595–609. https://doi.org/10.24136/oc.v8i4.36
Serrano, K. M., Mendes, G. H. S., Lizarelli, F. L., & Ganga, G. M. D. (2021). Assessing the telemedicine acceptance for adults in Brazil. International Journal of Health Care Quality Assurance, 34(1), 35–51. https://doi.org/10.1108/IJHCQA-06-2020-0098
Smola, K. W., & Sutton, C. D. (2002). Generational differences: revisiting generational work values for the new millennium. Journal of Organizational Behavior, 3(4), 363–382. https://doi.org/10.1002/job.147
Snieska, V., Navickas, V., Grencikova, A., Safrankova, J. M., & Sikyr, M. (2020). Fundamental human resource management practices aimed at dealing with new challenges in the labour market. Transformations in Business & Economics, 19(2), 38–51.
Survey system. (2021). https://www.surveysystem.com/sscalc.htm
Tang, F. (2019). A critical review of research on the work-related attitudes of Generation Z in China. Social Psychology and Society, 10(2), 19–28. https://doi.org/10.17759/sps.2019100203
Tapscott, D. (2009). Grown up digital: How the net generation is changing the world. McGraw Hill.
The Center for Generationals Kinetics. (2020). Generational breakdown: Info about all of the Generations. https://genhq.com/faq-info-about-generations/
Twenge, J. M., Stacy M. C., Hoffman, B. J., & Lance, C. E. (2010). Generational differences in work values: Leisure and extrinsic values increasing, social and intrinsic values decreasing. Journal of Management, 36(5), 1117–1142. https://doi.org/10.1177/0149206309352246
Twenge, J. M., & Kasser, T. (2013). Generational changes in materialism and work centrality. 1976−2007: associations with temporal changes in societal insecurity and materialistic role modeling. Personality and Social Psychology Bulletin, 39(7), 883–897. https://doi.org/10.1177/0146167213484586
Wasilczuk, J. E., & Richert-Kazmierska, A. (2020). What potential entrepreneurs from generation Y and Z lack – IEO and the role of EE. Education Sciences, 10(11), 331. https://doi.org/10.3390/educsci10110331