VALORES DO TRABALHO E ATITUDES EM RELAÇÃO À TECNOLOGIA DA GERAÇÃO Z NO BRASIL E NA ALEMANHA

Autores

DOI:

https://doi.org/10.18568/internext.v19i1.773

Palavras-chave:

Valores do Trabalho, Tecnologia, Comportamento Digital, Geração Z, Cross-Country

Resumo

Objetivo: Esta pesquisa teve como objetivo analisar as diferenças relacionadas aos valores do trabalho e atitudes em relação à tecnologia da Geração Z no Brasil e na Alemanha. Método: As hipóteses propostas foram testadas em uma pesquisa com 122 participantes brasileiros e alemães. Os dados foram analisados por meio de testes t e modelos de regressão logística. Principais Resultados: Os resultados apresentam diferenças entre a Geração Z no Brasil e na Alemanha, desafiando a literatura que analisa a Geração Z como uma geração global e reforçando as diferenças culturais entre as nacionalidades. A amostra de participantes brasileiros apresenta valores do trabalho mais instrumentais e de prestígio e são mais positivos e menos negativos em relação à tecnologia do que a amostra de participantes alemães. Relevância / Originalidade: A contribuição consiste em fornecer evidências sobre diferenças na Geração Z de acordo com as nacionalidades em sua relação com o trabalho e com a tecnologia. A análise dos construtos é interessante nos dias atuais por sua interrelação e pelas mudanças contemporâneas nas fronteiras de trabalho. Contribuições Teóricas / Metodológicas: A literatura alega que a Geração Z é uma geração global. Ao comparar indivíduos de países com níveis de desenvolvimento distintos, contribui-se para uma visão sobre as suas diferenças com relação a valores e atitudes profissionais, o que pode ser relevante para a literatura de gestão empresarial. Contribuições Práticas / Sociais: São fornecidas recomendações para as empresas, a fim de melhorar as estratégias de atração e retenção para combater a escassez de trabalhadores qualificados. Isso implica estratégias de gestão para empresas com equipes multiculturais.

Downloads

Não há dados estatísticos.

Biografia do Autor

Celine Münz, Deggendorf Institute of Technology – Deggendorf, Germany.

Celine Münz has a Master’s degree in Strategic and International Management from the Deggendorf Institute of Technology (DIT) in Germany and a Business Administration at the University of Fortaleza (UNIFOR) in Brazil as part of a double degree program. She received a bachelor’s degree in Tourism Management from DIT in 2021. Her current research focuses on Generation Z in Brazil and Germany in regard to their attitudes and work values, including implications for businesses.

Keysa Manuela Cunha de Mascena, Universidade de Fortaleza – Fortaleza (CE), Brazil.

Keysa Mascena is a professor of the Graduate Program of Business Administration at the University of Fortaleza (PPGA/UNIFOR). She got her Ph.D. degree in 2018 at the School of Economics, Administration, and Accounting at the University of São Paulo (FEA-USP), Brazil. She coordinates a research group of management, social issues, and stakeholders at Unifor. She participates actively in Brazilian academic associations and is an editor-in-chief and associate editor of Brazilian journals. She has international research experience and cooperation. Her research focus is value for stakeholders, stakeholder theory, sustainability strategy, and social impact.

Referências

Aggarwal, A., Sadhna, P., Gupta, S., Mittal, A., & Rastogi, S. (2022). Gen Z entering the workforce: Restructuring HR policies and practices for fostering the task performance and organizational commitment. Journal of Public Affairs, 22(3), e2535. https://doi.org/10.1002/pa.2535

Aman-Ullah, A., Aziz, A., Ibrahim, H., Mehmood, W., & Aman-Ullah, A. (2023). The role of compensation in shaping employee's behavior: a mediation study through job satisfaction during the Covid-19 pandemic. Revista de Gestão, 30(2), 221-236. https://doi.org/10.1108/REGE-04-2021-0068

Arora, S., Dubey, V., & Vyas, S. (2020). Study of work values of Gen Z students. International Journal of Technology and Globalisation, 8(3-4), 10034407. https://doi.org/10.1504/IJTG.2020.10034407

Aylmer, R., & Dias, M. (2018). Are the Generational Interactions in the Brazilian Workplace Different from Other Countries? Global Journal of Human Resource Management Journal, 6(1), 9-25.

Bandura, R., Hammond, M., & Santoro, J. (2018). The Future of Global Stability: The World of Work in Developing Countries: Brazil's Future Workforce Trends. Center for Strategic and International Studies. Retrieved from https://www.jstor.org/stable/pdf/resrep22495.5.pdf

Barhate, B., & Dirani, K. M. (2022). Career aspirations of Generation Z: a systematic literature review. European Journal of Training and Development, 46(1-2), 139-157. https://doi.org/10.1108/EJTD-07-2020-0124

Barros, M. J. F., Melo, P., & Farias, C. S. S. (2021). Perception of Work Performance in Home-Office Mode. Journal on Innovation and Sustainability, 12(3), 41-47. https://doi.org/10.23925/2179-3565.2021v12i3p41-47

Bastos, V. M., Esche, A., Flores, R., George, S., Gonçalves, A. C. P., Petersen, T., & Rausch, T. (2014). Brazil and Germany: A 21st-Century Relationship. Opportunities in Trade, Investment and Finance. Bertelsmann Stiftung/Foundation.

Bencsik, A., Juhász, T., & Horvath-Csikos, G. (2016). Y and Z Generations at Workplaces. Journal of Competitiveness, 8(3), 90-106. https://doi.org/10.7441/joc.2016.03.06

Beugelsdijk, S., & Welzel, C. (2018). Dimensions and dynamics of national culture: Synthesizing Hofstede with Inglehart. Journal of Cross-Cultural Psychology, 49(10), 1469-1505. https://doi.org/10.1177/0022022118798505

Bieleń, M., & Kubiczek, J. (2020). Response of the labor market to the needs and expectations of Generation Z. E-Mentor, 86(4), 87-94. https://doi.org/10.15219/em86.1486

Broadbent, E., Gougoulis, J., Lui, N., Pota, V., & Simons, J. (2017). Gen Z - Global Citizenship Survey. Verkey Foundation. Retrieved from: https://www.varkeyfoundation.org

Calicchio, N., Chui, M., & Grosman, N. (2018). Preparing Brazil for the Future of Work: Jobs, Technology and Skills. McKinsey Global Institute. Retrieved from https://www.mckinsey.com/featured-insights/future-of-work/preparing-brazil-for-the-future-of-work-jobs-technology-and-skills

Chillakuri, B., & Mahanandia, R. (2018). Generation Z entering the workforce: The need for sustainable strategies in maximizing their talent. Human Resource Management International Digest, 26(4), 34-38. https://doi.org/10.1108/HRMID-01-2018-0006

Colet, D. S., & Mozzato, A. R. (2019). “Nativos digitais”: características atribuídas por gestores à Geração Z. Desenvolve Revista de Gestão do Unilasalle, 8(2), 25. https://doi.org/10.18316/desenv.v8i2.5020

Çora, H. (2019). The effects of characteristics of Generation Z on 21st-century business strategies. Kafkas Üniversitesi İktisadi Ve İdari Bilimler Fakültesi Dergisi, 10(20), 909-926. https://doi.org/10.36543/kauiibfd.2019.038

De Boer, P., & Bordoloi, P. (2022). Nationality differences in Gen Z work values: an exploratory study. Journal of International Education in Business, 15(2), 373-392. https://doi.org/10.1108/JIEB-09-2021-0088

Dolot, A. (2018). The characteristics of Generation Z. E-Mentor, 2(74), 44-50. Retrieved from http://cejsh.icm.edu.pl/cejsh/element/bwmeta1.element.desklight-d9ceb8b1-7a18-4ee0-aff8-74604b44c36e

Egerová, D., Komárková, L., & Kutlák, J. (2021). Generation Y and Generation Z Employment Expectations: A Generational Cohort Comparative Study From Two Countries. E+M Ekonomie a Management, 24(3), 93-109. https://doi.org/10.15240/tul/001/2021-03-006

Hansen, J.‑I. C., & Leuty, M. E. (2012). Work Values Across Generations. Journal of Career Assessment, 20(1), 34-52. https://doi.org/10.1177/1069072711417163

Hofstede, G., Hofstede, G. J., & Minkov, M. (2010). Cultures and organizations: software of the mind (3rd ed.). McGraw Hill.

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

Klaffke, M. (2021). Erfolgsfaktor Generationen-Management: Roadmap für das Personalmanagement. In M. Klaffke (Ed.), Generationen-Management (pp. 4–41). Springer Gabler.

Klein, C. (2019). Jede Generation hat eigene Werte – Generation Z. Ergopraxis, 12(10), 38-41. https://doi.org/10.1055/a-0957-9252

Kleinjohann, M., & Reinecke, V. (2020). Marketingkommunikation mit der Generation Z. Springer Gabler.

Korn Ferry (2018). Future of Work: The Global Talent Crunch. Korn Ferry. Retrieved from https://www.kornferry.com/content/dam/kornferry/docs/pdfs/KF-Future-of-Work-Talent-Crunch-Report.pdf

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

Louise, F. (2023). Inspiração e parceria: a importância da relação entre Brasil e Alemanha. Portal da Indústria. Retrieved from https://noticias.portaldaindustria.com.br/noticias/internacional/inspiracao-e-parceria-a-importancia-da-relacao-entre-brasil-e-alemanha/#:~:text=A%20Alemanha%20%C3%A9%20considerada%20um,parceiro%20na%20Am%C3%A9rica%20do%20Sul

Lyons, S. T., Higgins, C. A., & Duxbury, L. (2009). Work values: Development of a new three-dimensional structure based on confirmatory smallest space analysis. Journal of Organizational Behavior, 31(7), 969-1002. https://doi.org/10.1002/job.658

Martins, R. C., Hor-Meyll, L. F., & Ferreira, J. B. (2013). Factors affecting mobile users' switching intentions: A comparative study between the Brazilian and German markets. Brazilian Administration Review, 10(3), 239-262. https://doi.org/10.1590/S1807-76922013000300002

McCrindle, M. (2018). The ABC of XYZ: Understanding the Global Generations. McCrindle Research. Retrieved from https://www.researchgate.net/publication/328347222_The_ABC_of_XYZ_Understanding_the_Global_Generations

Nguyen Ngoc, T., Viet Dung, M., Rowley, C., & Pejić Bach, M. (2022). Generation Z job seekers’ expectations and their job pursuit intention: Evidence from transition and emerging economy. International Journal of Engineering Business Management, 14. https://doi.org/10.1177/18479790221112548

Organization for Economic Co-operation and Development (2022a). Brazil - OECD Data. Organization for Economic Co-operation and Development. Retrieved from https://data.oecd.org/brazil.htm

Organization for Economic Co-operation and Development (2022b). Germany - OECD Data. Organization for Economic Co-operation and Development. Retrieved from https://data.oecd.org/germany.htm

Ozkan, M., & Solmaz, B. (2015). The Changing Face of the Employees – Generation Z and Their Perceptions of Work (A Study Applied to University Students). Procedia Economics and Finance, 26, 476-483. https://doi.org/10.1016/S2212-5671(15)00876-X

Parry, E., & Urwin, P. (2011). Generational differences in work values: A review of theory and evidence. International Journal of Management Reviews, 13(1), 79-96. https://doi.org/10.1111/j.1468-2370.2010.00285.x

Pavan, D. S., & Vishwanath, L. (2017). Correlating Internet, Social Networks and Workplace – a Case of Generation Z Students. Journal of Commerce and Management Thought, 8(4), 802-815. https://doi.org/10.5958/0976-478X.2017.00050.7

Pichler, S., Kohli, C., & Granitz, N. (2021). DITTO for Gen Z: A framework for leveraging the uniqueness of the new generation. Business Horizons, 64(5), 599-610. https://doi.org/10.1016/j.bushor.2021.02.021

Randstad (2021). New York Trend Report. Randstad Deutschland. Retrieved from https://www.randstad.de/s3fs-media/de/public/2021-10/randstad-new-work-trendreport-1.pdf

Rocha-de-Oliveira, S., Piccinini, V. C., & Bitencourt, B. M. (2012). Juventudes, gerações e trabalho: é possível falar em geração Y no Brasil? Organizações & Sociedade, 19(62), 551-558. https://doi.org/10.1590/S1984-92302012000300010

Rosen, L. D., Whaling, K., Carrier, L. M., Cheever, N. A., & Rokkum, J. (2013). The Media and Technology Usage and Attitudes Scale: An empirical investigation. Computers in Human Behavior, 29(6), 2501-2511. https://doi.org/10.1016/j.chb.2013.06.006

Ryder, N. B. (1965). The Cohort as a Concept in the Study of Social Change. American Sociological Review, 30(6), 843-861. https://doi.org/10.2307/2090964

Schewe, C. D., & Meredith, G. (2004). Segmenting global markets by generational cohorts: determining motivations by age. Journal of Consumer Behaviour, 4(1), 51-63. https://doi.org/10.1002/cb.157

Schlotter, L., & Hubert, P. (2020). Generation Z – Personal management und Führung. Springer Gabler.

Scholz, C., & Rennig, A. (Eds.). (2019). Generations Z in Europe: Inputs, Insights and Implications. Emerald Group Publishing.

Schroth, H. (2019). Are You Ready for Gen Z in the Workplace? California Management Review, 61(3), 5-18. https://doi.org/10.1177/0008125619841006

Seemiller, C., & Grace, M. (2017). Generation Z: Educating and Engaging the Next Generation of Students. About Campus: Enriching the Student Learning Experience, 22(3), 21-26. https://doi.org/10.1002/abc.21293

Seemiller, C., Grace, M., Dal Bo Campagnolo, P., Da Mara Rosa Alves, I., & Severo De Borba, G. (2019). How Generation Z College Students Prefer to Learn: A Comparison of US and Brazil Students. Journal of Educational Research and Practice, 9(1), 349-368. https://doi.org/10.5590/JERAP.2019.09.1.25

Shiju, C. (2022). Generational cohort characteristics and analysis of behavioral biases of individuals for investment decision making across intergenerational Cohorts groups. Journal of Contemporary Issues in Business and Government, 28(3), 271-286.

Silva, J., Almeida, R., & Strokova, V. (2015). Brazilian Labor Markets: Main Achievements and Remaining Challenges. In W. Bank, R. Almeida, V. Strokova, & J. Silva (Eds.), Sustaining Employment and Wage Gains in Brazil: A Skills and Jobs Agenda (pp. 29-64). The World Bank Group. https://doi.org/10.1596/978-1-4648-0644-5_ch1

Smith, W., Hermida, J., & Güss, C. D. (2022). “Oh no, the forest is burning!” cultural differences in the complex problem-solving process only under high uncertainty. Frontiers in Psychology, 13, 965623. https://doi.org/10.3389/fpsyg.2022.965623

Verma, S., & Singh, V. (2022). Impact of artificial intelligence-enabled job characteristics and perceived substitution crisis on innovative work behavior of employees from high-tech firms. Computers in Human Behavior, 131, 107215. https://doi.org/10.1016/j.chb.2022.107215

Weber, J., & Urick, M. J. (2023). Searching for a stronger generational understanding than just age: A multi-country analysis of millennials’ personal values and moral reasoning. Journal of Intergenerational Relationships, 21(1), 110-135. https://doi.org/10.1080/15350770.2021.1951920

Weitzel, T., Maier, C., Weinert, C., Pflügner, K., Oehlhorn, C., Wirth, J., & Laumer, S. (2020). Generation Z - die Arbeitnehmer von morgen. Retrieved from https://www.uni-bamberg.de/fileadmin/uni/fakultaeten/wiai_lehrstuehle/isdl/Recruiting_Trends_2020/Studien_2020_05_Generation_Z_Web.pdf

Downloads

Publicado

2024-02-01

Como Citar

Münz, C., & Mascena, K. M. C. de. (2024). VALORES DO TRABALHO E ATITUDES EM RELAÇÃO À TECNOLOGIA DA GERAÇÃO Z NO BRASIL E NA ALEMANHA. Internext, 19(1). https://doi.org/10.18568/internext.v19i1.773

Edição

v. 19 n. 1 (2024): Janeiro - Abril

Seção

Artigos

Licença

Copyright (c) 2023 Celine Münz, Keysa Manuela Cunha de Mascena

Creative Commons License

Este trabalho está licenciado sob uma licença Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.

 

 

  • O(s) autor(es) autoriza(m) a publicação do artigo na revista;

  • O(s) autor(es) garante(m) que a contribuição é original e inédita e que não está em processo de avaliação em outra(s) revista(s);

  • A revista não se responsabiliza pelas opiniões, ideias e conceitos emitidos nos textos, por serem de inteira responsabilidade de seu(s) autor(es);

  • É reservado aos editores o direito de proceder ajustes textuais e de adequação do artigo às normas da publicação.

Autores mantêm os direitos autorais e concedem à revista o direito de primeira publicação, com o trabalho simultaneamente licenciado sob a Creative Commons Atribuição 3.0 Não Adaptada, que permite o compartilhamento do trabalho com reconhecimento da autoria e publicação inicial nesta revista.

Autores têm autorização para assumir contratos adicionais separadamente, para distribuição não exclusiva da versão do trabalho publicada nesta revista (ex.: publicar em repositório institucional ou como capítulo de livro), com reconhecimento de autoria e publicação inicial nesta revista.

Autores têm permissão e são estimulados a publicar e distribuir seu trabalho online (ex.: em repositórios institucionais ou na sua página pessoal) a qualquer ponto antes ou durante o processo editorial, já que isso pode gerar alterações produtivas, bem como aumentar o impacto e a citação do trabalho publicado (Veja O Efeito do Acesso Livre) em http://opcit.eprints.org/oacitation-biblio.html