Indonesian Generation Z Work Expectation and Intention to Apply for Job: Role of Social Media
DOI:
https://doi.org/10.35877/454RI.qems831Keywords:
Generation Z, Work Expectation, Intention to Apply, Social Media Usage.Abstract
In the post-pandemic and disruption period, a company's talented human capital must be able to give competitiveness and agility. Considering the talent's expectations, businesses should provide an appealing employment environment. Using the SEM technique, the study analyses data on the intention to apply among 350 Indonesian nearly-graduated college students and implicitly validated the Gen Z work expectation scale empirically. The findings show that Generation Z's work expectations substantially impact their willingness to apply for jobs. When choosing a career, the top three considerations for respondents are health insurance, a coaching manager, and work security. Messages in job adverts should most likely appear on the company's social media account, emphasizing more psychological aspects that appeal to Generation Z's expectations, notably work benefits. Rather than having a moderating influence, social media direct connection strongly predicts job application intent.
References
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Chu, S.-C., Kamal, S., & Kim, Y. (2013). Understanding consumers’ responses toward social media advertising and purchase intention toward luxury products. Journal of Global Fashion Marketing, 4(3), 158–174. https://doi.org/10.1080/20932685.2013.790709
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Dean, D., Forbes, S., & Manna, V. (2020). Diagnostic Tools to Assess Social Media Presence for Marketers of Experiential Products: Exploring the Wine-related Social Media Interactions. International Journal Of Applied Business Research, 2(02).
Diamantopoulos, A., & Siguaw, J. (2000). Introducing LISREL. SAGE Publications, Ltd. https://doi.org/10.4135/9781849209359
Dijkmans, C., Kerkhof, P., & Beukeboom, C. J. (2015). A stage to engage: Social media use and corporate reputation. Tourism Management, 47, 58–67. https://doi.org/10.1016/j.tourman.2014.09.005
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Graczyk-Kucharska, M., & Erickson, G. S. (2020). A person-organization fit Model of Generation Z: Preliminary studies. Journal of Entrepreneurship, Management and Innovation, 16(4), 149–176. https://doi.org/10.7341/20201645
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Gupta, S., & Saini, G. K. (2020). Information Source Credibility and Job Seekers’ Intention to Apply: The Mediating Role of Brands. Global Business Review, 21(3), 743–762. https://doi.org/10.1177/0972150918778910
Hair, J. (2011). PLS-SEM: Indeed a Silver Bullet. Journal of Marketing Theory and Practice, 19(2), 139–151.
Half, R. (2015, August 1). Get Ready for Generation Z. The Robert Half Blog, 127(28), 42–45.
Hanu, C., Amegbe, H., & Mensah, P. (2021). Your Future Employer: Employer Branding, Reputation, and Social Media. African Journal of Inter/Multidisciplinary Studies, 3(1), 1–18. https://doi.org/10.51415/ajims.v3i1.860
Hardiyanto, N., Perera, H. L. K., & Kusdibyo, L. (2020). Customer Purchase Intentions on Hijab Fashion: The Role of Social Media Marketing Instagram and Product Quality. International Journal Of Applied Business Research, 2(02).
Haryono, S., Puryanto, D., & Mitardja, H. (2016). Metode SEM Untuk Penelitian Manajemen dengan AMOS LISREL PLS (1st ed.). PT. Intermedia Personalia Utama.
Highhouse, S., Lievens, F., & Sinar, E. F. (2003). Measuring Attraction to Organizations. Educational and Psychological Measurement, 63(6), 986–1001. https://doi.org/10.1177/0013164403258403
Hoogland, J., & Boomsma, A. (1998). Robustness studies in covariance structure modeling—An overview and a meta-analysis. Sociological Methods & Research, 26. https://doi.org/10.1177%2F0049124198026003003
Hsing, Y., Morgan, Y.-C., Phillips, A. S., & Phillips, C. (2020). Internet Usage and Economic Growth: The Case of Mexico. Quantitative Economics and Management Studies, 1(6), 383–389. https://doi.org/10.35877/454RI.qems224
Hu, L., & Bentler, P. M. (1999). Cutoff criteria for fit indexes in covariance structure analysis: Conventional criteria versus new alternatives. Structural Equation Modeling: A Multidisciplinary Journal, 6(1), 1–55. https://doi.org/10.1080/10705519909540118
Iorgulescu, M. C. (2016). CMJ2016_I1_6.pdf. Cross-Cultural Management Journal, 18(1), 47–54.
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
Jayaraman, S., Talib, P., & Khan, A. F. (2018). Integrated Talent Management Scale: Construction and Initial Validation. SAGE Open, 8(3), 215824401878096. https://doi.org/10.1177/2158244018780965
Kemp, S. (2022). DIGITAL 2022: INDONESIA. https://datareportal.com/reports/digital-2022-indonesia
Kline, R. (2016). Principles and Practice of Structural Equation Modeling (4th ed.). Guilford Pers.
Lazányi, K., & Bilan, Y. (2017). GENERETION Z ON THE LABOUR MARKET – DO THEY TRUST OTHERS WITHIN THEIR WORKPLACE? Polish Journal of Management Studies, 16(1), 78–93. https://doi.org/10.17512/pjms.2017.16.1.07
Leslie, B., Anderson, C., Bickham, C., Horman, J., Overly, A., Gentry, C., Callahan, C., & King, J. (2021). Generation Z Perceptions of a Positive Workplace Environment. Employee Responsibilities and Rights Journal, 33(3), 171–187. https://doi.org/10.1007/s10672-021-09366-2
Lukianoff, G., & Haidt, J. (2019). The coddling of the American mind: How good intentions and bad ideas are setting up a generation for failure. UK: Penguin Books.
Mannheim, K. (1952). The Problem of Generations. Routledge.
Mannheim, K. (2013). Ideology and Utopia (0 ed.). Routledge. https://doi.org/10.4324/9781315002828
Marron, M. B. (2015). New Generations Require Changes Beyond the Digital. Journalism & Mass Communication Educator, 70(2), 123–124. https://doi.org/10.1177/1077695815588912
Martínez?López, F. J., Gázquez?Abad, J. C., & Sousa, C. M. P. (2013). Structural equation modelling in marketing and business research: Critical issues and practical recommendations. European Journal of Marketing, 47(1/2), 115–152. https://doi.org/10.1108/03090561311285484
Maslow, A. H. (1981). Motivation and personality. Prabhat Prakashan.
Mintel, M. (2019). Marketing to Generation Z. https ://reports.mintel.com
Pandita, D. (2021). Innovation in talent management practices: Creating an innovative employer branding strategy to attract generation Z. International Journal of Innovation Science, ahead-of-print(ahead-of-print). https://doi.org/10.1108/IJIS-10-2020-0217
Patel, D. (2017, Agustus). The top 5 traits Gen Z looks for in leaders. Forbes. https://www.forbes.com/sites/deeppatel/2017/08/27/the-top-5-traits-gen-z-looks-for-in-leaders/?sh=7c9dc4b9609d
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Published
2022-04-27
How to Cite
Rani, I. H., Jara Hardiyanti Jalih, & Lestari Adhi Widyowati. (2022). Indonesian Generation Z Work Expectation and Intention to Apply for Job: Role of Social Media. Quantitative Economics and Management Studies, 3(2), 193–206. https://doi.org/10.35877/454RI.qems831
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