Managing work related expectations and intentions of young talents (Gen Z)

Abstract

This thesis provides a research portfolio that offers insights into the perspectives of managing the work-related expectations and needs of young talents in the specific geographical and cultural context of the Central and Eastern European (CEE) region, more specifically, in Hungary. It examines scientific knowledge and perspectives of human resources (HR) incumbents and labour market entrants on Generation Z, their employment and leadership preferences, and how these expectations are managed.

The Fourth Industrial Revolution necessitates addressing diverse workforce needs at organisations. Though generational diversity literature has expanded globally, recent critiques question the quality of this knowledge due to methodological flaws and lack of evidence of generational differences as it can mislead HR professionals in tailoring talent management (TM) practices. HR professionals in the CEE context face challenges from the socialist legacy, transitioning to strategic roles, and adopting evidence-based approaches rather than generational stereotypes. Empirical studies on the Hungarian labour market are scarce, highlighting a gap between academic research and HR practice.

First, the literature review identifies diverging preferences of entrants across CEE countries, influenced by cultural and contextual factors. Key attractions included fulfilling jobs, teamwork, personal development, and relationship-oriented leaders. However, contradictory findings challenge the homogeneity of Generation Z in this context and call for further research on multilevel perspectives and methodological consolidation. Second, to identify further perspectives, a small-scale qualitative study unveils Hungarian HR incumbents’ perceptions, confirming that entrants are not a homogeneous group and most organizations maintain unified TM practices. This research highlights the need for multidimensional generational research and evidence-based methods and the importance of contextually appropriate solutions to engage HR practitioners. Third, to understand better the role of demographic/ contextual factors shaping preferences, a quantitatively driven multimethod study provides evidence on the influence of Big Five personality traits, age, and gender, revealing discrepancies between employer promises and entrants’ expectations. These findings suggest the need for complex recruitment methods, strategic segmentation, and further research into demographic/ contextual factors, emphasizing evidence-based approaches over generational stereotypes. Last, a case study describes how an experienced HR professional forms entrants’ recruitment approaches and identifies that experience, time pressure, age, gender, personality traits, peer groups, and self-employment as the factors interplay with psychological motives. Implications include addressing emotional needs, fears, and social identities to bridge the gap between science and practice. The findings highlight the need to involve practitioners in research, adopt diverse samples, and explore cognitive and affective factors in professional practice choices.

Date of Award	2025
Original language	English
Awarding Institution	Canterbury Christ Church University