Human resources policies and their impact on talent retention and organizational commitment in generation Z

• Autor(a) principal: Casimiro, Inês
• Data de Publicação: 2023
• Tipo de documento: Dissertação
• Idioma: eng
• Título da fonte: Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)
• Texto Completo: http://hdl.handle.net/10071/30766
• topic: Geração Z -- Z Generation; Human resources management; Attractiveness; Recrutamento -- Recruitment; Retention; Engagement; Gestão de recursos humanos; Atratividade; Retenção

This research focuses on how HRM policies have felt the need to restructure given the imperative for organisations to gain competitiveness in attracting, motivating and retaining Generation Z talent. The study gains relevance given the specific characteristics of GZ, the first digital native and on whose ICT talent organisations increasingly depend to ensure their sustainability. Generation Z has expectations about work that differ from those of the traditional business model, and they tend to be less stable in companies than workers from older generations if they don't recognise the values and culture they identify with in organisations and if their expectations are not met. This research empirical research uses a mixed-method approach: a descriptive quantitative study, through a survey from 97 workers and a qualitative study, in which 12 employees were interviewed to illustrate and contextualise the quantitative results and confirm the hypotheses. It was found that the typical GZ profile tends to value professional and personal satisfaction when deciding whether or not to stay in a job. This satisfaction is based on the autonomy, creativity, work flexibility, recognition and remuneration provided by the organisation. However, he also made it clear that these cannot prevail if they remain dissociated from an organisational culture in which equality, fairness, diversity, inclusion, freedom of expression, moral conduct and social justice are guaranteed.