Transformational HR for Generation Z DOI
Shivani Dhand,

Rimpa Kar,

Avtar Singh

et al.

Advances in computational intelligence and robotics book series, Journal Year: 2025, Volume and Issue: unknown, P. 399 - 420

Published: April 18, 2025

The contemporary workforce is being radically transformed by the emergence of Generation Z and explosive growth gig economy. Gen differs from other generations in valuing flexibility, autonomy, purposeful work more than long-term employment model. Their technological literacy has redefined standards, with freelancing, temporary contracts, remote becoming new norm. While this trend beneficial sense that it provides work-life balance diversified sources income, challenges security, mental well-being, career advancement. HR practitioners need to shift embracing innovation, technology, flexibility. old model does not suit Z's needs anymore, calling for dynamic practices such as on-demand learning, customized benefits, AI-enabled talent management. Yet, aligning digital evolution a people-centric strategy continues be key.

Language: Английский

How Ambivalence Toward Digital–AI Transformation Affects Taking-Charge Behavior: A Threat–Rigidity Theoretical Perspective DOI Creative Commons

Xueliang Pei,

Jianing Guo,

Tung‐Ju Wu

et al.

Behavioral Sciences, Journal Year: 2025, Volume and Issue: 15(3), P. 261 - 261

Published: Feb. 24, 2025

Digital–AI transformation is revolutionizing the modern workplace, yet its complexity has left many aspects of employee responses underexplored. While previous research examined some reactions to technological change, nuanced impact ambivalence toward digital–AI on employees’ proactive behavior remains a largely uncharted area. This especially significant as crucial for successful implementation transformation. presenting unprecedented opportunities, also triggered intricate psychological among employees, with it being particularly prominent. Building threat–rigidity theory, this study aims fill gap by exploring during Using survey data collected from 343 employees undergoing transformation, we tested structural model linking ambivalence, job engagement, and future work self-salience taking-charge behavior. The results reveal that negatively affects Furthermore, both engagement fully mediate relationship. Additionally, jointly play chained mediating role in negative effect Our findings provide actionable insights organizations seeking mitigate foster digital initiatives.

Language: Английский

Citations

1
Master or Escape: Digitization-Oriented Job Demands and Crafting and Withdrawal of Chinese Public Sector Employees DOI Creative Commons
Huan Huang,

Jiangyu Li

Behavioral Sciences, Journal Year: 2025, Volume and Issue: 15(3), P. 378 - 378

Published: March 17, 2025

Public sector employees face the profound impact of digital work demands, especially with advancement China’s government construction. This study explores dual-edged consequence job demands on behaviors public in China by constructing a dual-path model. Structural equation modeling (SEM) was used to validate data 873 employees. found that increase civil servants’ thriving at work, facilitating their job-crafting and increasing workplace anxiety, leading withdrawal behavior. Furthermore, this validates moderating effects promotion preventive focus. provides managers valuable insights develop managing strategies for servants adapt perceptions context.

Language: Английский

Citations

0
Customer-Directed Counterproductive Work Behavior of Gig Workers in Crowdsourced Delivery: A Perspective on Customer Injustice DOI Creative Commons
Yanfeng Liu, Lanhui Cai, Xueqin Wang

et al.

Systems, Journal Year: 2025, Volume and Issue: 13(4), P. 246 - 246

Published: April 2, 2025

In the platform economy, customers are primary interaction partners of gig workers, and their behaviors attitudes significantly influence workers’ work experiences behavioral responses. Based on stressor–emotion model social exchange theory, this paper systematically explores formation mechanism customer-directed counterproductive behavior. This study employs structural equation modeling to analyze survey data collected from 385 registered workers crowdsourced delivery platforms in China. The results indicate that customer injustice increases negative emotions, perceived organizational injustice, behavior while decreasing commitment. Furthermore, commitment mediate relationship between Additionally, job demands act as a buffering occurrence is first focus among enriching existing literature. findings provide practical insights for platforms, aiding understanding psychology optimizing labor management strategies.

Language: Английский

Citations

0
Transformational HR for Generation Z DOI
Shivani Dhand,

Rimpa Kar,

Avtar Singh

et al.

Advances in computational intelligence and robotics book series, Journal Year: 2025, Volume and Issue: unknown, P. 399 - 420

Published: April 18, 2025

The contemporary workforce is being radically transformed by the emergence of Generation Z and explosive growth gig economy. Gen differs from other generations in valuing flexibility, autonomy, purposeful work more than long-term employment model. Their technological literacy has redefined standards, with freelancing, temporary contracts, remote becoming new norm. While this trend beneficial sense that it provides work-life balance diversified sources income, challenges security, mental well-being, career advancement. HR practitioners need to shift embracing innovation, technology, flexibility. old model does not suit Z's needs anymore, calling for dynamic practices such as on-demand learning, customized benefits, AI-enabled talent management. Yet, aligning digital evolution a people-centric strategy continues be key.

Language: Английский

Citations

0