Eddy Ng
Professor & Smith Professor of Equity and Inclusion
- Adapted from: “A Tale of Two Generations: A Time-lag Study of Career Expectations ”
- Based on Research by: Mostafa Ayoobzadeh, Linda Schweitzer, Sean Lyons, Eddy Ng
- Journal: Personnel Review
Key Takeaways
- Gen Z appears to be more realistic and places fewer demands on the workplace compared to Gen Y
- These differences may stem from Gen Z’s experiences with historical events like the Great Recession (generational cohort theory) or their desire to differentiate themselves from Gen Y, known for high expectations (generational identity theory).
- Further studies are needed to explore how generational cohort and identity theories explain differences between Gen Y and Gen Z.
Today's young people seem to have practical expectations for their first jobs. They value positive and healthy work environments that allow for work-life balance. They also prioritize job security and tend to leave jobs not out of restlessness or disloyalty, but because their needs or expectations aren't being met. Understanding what young people want from their careers helps educators, employers and policymakers offer better guidance that matches their goals with the realities of today's job market. Ed Ng’s research on postsecondary students in 2019 provides the impetus for this replication and extension, which builds on findings relating to Generation Z (Gen Z), to include Millennials (Gen Y), and compares expectations of these young adults between generations. While Millennials (Gen Y) were seen as optimistic and ambitious, Gen Z is more cautious and realistic. They are shifting their focus from chasing opportunities to seeking stability, security, value-driven employers and jobs that feel fulfilling in the present.
Gen Z is characterized as cautious and pragmatic, prioritizing job security, stability and value-driven employers over advancement opportunities or long-term potential. Unlike the optimistic and ambitious Gen Y, Gen Z sets realistic expectations for salaries, advancement timelines and work environments, favoring positive and supportive workplaces that align with their values. Despite increased employee mobility, many young workers in 2019, like in 2007, expressed a preference for long-term employment, leaving jobs primarily when their needs or expectations were unmet. Employers should recognize that young employees are not inherently disloyal but seek stability and fulfillment. The dynamic between Gen Z job seekers and Gen Y managers presents an area for further research, as perceptions of ambition and drive could influence hiring and workplace integration.