Generation Z and ethicality of advancement in the workplace: a study of Slovenia and Lithuania
Abstract
The main purpose of this study was to examine the ethicality of future employees’ attitudes toward advancement in the workplace in Slovenia and Lithuania. This study focuses on students representing young adults from Generation Z as future employees in organizations. Using a survey of work-related issues, we collected 212 answers from Slovenian and 159 from Lithuanian' students from business faculties. We used t-tests and regression analyses to obtain results. We found that the future employees in Slovenia see organizationally beneficial behavior and self-indulgent behavior significantly more acceptable for their advancement, than their Lithuanian peers. No differences exist in the perception of destructive behavior among participants from both countries. Substantial differences in the importance of personal values among Generation Z members in both societies, provide a strong support for the divergence nature of Generation Z across cultures. The impact of personal values on the ethicality of different behavior for advancement in the workplace among future employees in both societies is substantial, but biased and follows different patterns. In Slovenia, the dominant role has power, followed by hedonism, benevolence, security, conformity, tradition, and universalism, while in Lithuania, the dominant role belongs to self-direction, followed by tradition, universalism, security, achievement, and power. This study will help us to understand Generation Z values and their perceptions regarding ethicality of advancement in the workplace and enable organizations to manage the behavior of future employees.
Keyword : Generation Z, personal values, Slovenia, Lithuania, unethical practices, ethicality, behavior, advancement in the workplace
How to Cite
Nedelko, Z., Peleckienė, V., Peleckis, K., Peleckis, K. K., Lapinskienė, G., & Potocan, V. (2022). Generation Z and ethicality of advancement in the workplace: a study of Slovenia and Lithuania. Journal of Business Economics and Management, 23(2), 482–506. https://doi.org/10.3846/jbem.2022.16824
This work is licensed under a Creative Commons Attribution 4.0 International License.
References
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Jaffe, E. D., & Tsimerman, A. (2005). Business ethics in a transition economy: Will the next Russian generation be any better? Journal of Business Ethics, 62(1), 87–97. https://doi.org/10.1007/s10551-005-0848-2
Janssen, D., & Carradini, S. (2021). Generation Z workplace communication habits and expectations. IEEE Transactions on Professional Communication, 64(2), 137–153. https://doi.org/10.1109/TPC.2021.3069288
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), 2343–2364. https://doi.org/10.1108/BIJ-06-2020-0311
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Kaptein, M. (2010). The ethics of organizations: A longitudinal study of the U.S. Working population. Journal of Business Ethics, 92(4), 601–618. https://doi.org/10.1007/s10551-009-0175-0
Kirchmayer, Z., & Fratričová, J. (2017, May 3–4). On the verge of Generation Z: Career expectations of current university students. In Proceedings of the 29th International Business Information Management Association Conference – Education Excellence and Innovation Management through Vision 2020: From Regional Development Sustainability to Global Economic Growth, Vienna, Austria.
Kirchmayer, Z., & Fratričová, J. (2018, April 25–26). What motivates Generation Z at work? Insights into motivation drivers of business students in Slovakia. In Proceedings of the 31st International Business Information Management Association Conference, IBIMA 2018: Innovation Management and Education Excellence through Vision 2020, Milano, Italy.
Kish-Gephart, J., Treviño, L., Chen, A., & Tilton, J. (2019). Behavioral business ethics: The journey from foundations to future. In Business ethics (Vol. 3, pp. 3–34). Emerald Publishing Limited. https://doi.org/10.1108/S2514-175920190000003001
Lu, J., Ren, L., Zhang, C., Liang, M., Abrhám, J., & Streimikis, J. (2020). Assessment of corporate social responsibility performance and state promotion policies: A case study of the Baltic states. Journal of Business Economics and Management, 21(4), 1203–1224. https://doi.org/10.3846/jbem.2020.12738
Mahmoud, A. B., Fuxman, L., Mohr, I., Reisel, W. D., & Grigoriou, N. (2021). “We aren’t your reincarnation!” workplace motivation across X, Y and Z generations. International Journal of Manpower, 42(1), 193–209. https://doi.org/10.1108/IJM-09-2019-0448
Maloni, M., Hiatt, M. S., & Campbell, S. (2019). Understanding the work values of Gen Z business students. The International Journal of Management Education, 17(3), 100320. https://doi.org/10.1016/j.ijme.2019.100320
Minton, E., & Khale, L. (2014). Belief systems, religion, and behavioral economics. Business Expert Press.
Moore, C., Detert, J. R., Trevino, L. K., Baker, V. L., & Mayer, D. M. (2012). Why employees do bad things: Moral disengagement and unethical organizational behavior. Personnel Psychology, 65(1), 1–48. https://doi.org/10.1111/j.1744-6570.2011.01237.x
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Nunnally, J. (1978). Psychometric theory. McGraw-Hill.
Okoń-Horodyńska, E., Zachorowska-Mazurkiewicz, A., Wisła, R., & Sierotowicz, T. (2020). New approach to create more effective teams in the innovation process in enterprises. Journal of Business Economics and Management, 21(3), 805–825. https://doi.org/10.3846/jbem.2020.12221
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