20.500.12556/RUL-181513 Kdo so predstavniki generacije Z psihološki in razvojni pogled na mlade zaposlene v letu 2025 Representatives of generation Z a psychological, and developmental perspectives on young employees in 2025 Generacija Z predstavlja prvo skupino mladih zaposlenih, ki so odrasli v popolnoma digitaliziranem svetu, kar vpliva na njihov odnos do dela, pričakovanja in vedenjske vzorce v delovnem okolju. Sociološki in psihološki pristopi k razumevanju te generacije poudarjajo pomen zgodovinskih, tehnoloških in kulturnih dejavnikov pri oblikovanju njihovih vrednot. Raziskave kažejo, da so mladi te generacije bolj nagnjeni k fleksibilnim oblikam zaposlitve, podjetništvu ter večji povezanosti med poklicnim in zasebnim življenjem. Kljub pogostim domnevam o velikih generacijskih razlikah empirični podatki kažejo, da so te razlike manjše, kot se pogosto domneva, in da so vedenjski vzorci predvsem posledica individualnih izkušenj in konteksta. Generacija Z je zaradi visoke tehnološke pismenosti in drugačnih komunikacijskih preferenc postavila nove izzive in priložnosti za delodajalce. Med ključnimi izzivi so vprašanja poklicne identitete, odnosa do avtoritete ter pričakovanj glede kariernega napredovanja in nagrajevanja. Koncepti, kot so tiha odpoved, nepojavitev, odhajanje iz maščevanja, nakazujejo spremembo v zaznavi delovne etike in pomena dela v življenju mladih. Za učinkovito vključitev generacije Z v delovno okolje so potrebne nove strategije upravljanja, ki spodbujajo avtonomijo, smiselnost dela in odprto organizacijsko kulturo. Generation Z represents the first cohort of young employees who have grown up in a fully digitalized world, shaping their work attitudes, expectations, and behavioral patterns in the workplace. Sociological and psychological approaches to understanding this generation highlight the importance of historical, technological, and cultural factors in shaping their values. Research suggests that young people of this generation tend to prefer flexible employment models, entrepreneurship, and greater integration between professional and private life. Despite common assumptions about significant generational differences, empirical data indicate that these differences are smaller than often presumed, with behavioral patterns largely influenced by individual experiences and context. Due to their high digital literacy and different communication preferences, Generation Z has introduced new challenges and opportunities for employers. Key issues include professional identity, attitudes toward authority, and expectations regarding career advancement and rewards. Concepts such as quiet quitting, ghosting, and revenge quitting suggest a shift in the perception of work ethics and the role of work in young people’s lives. Successfully integrating Generation Z into the workplace requires new management strategies that promote autonomy, meaningful work, and an open organizational culture. generacija Z prehod v odraslost karierno odločanje fleksibilnost zaposlitve nepojavitev tiha odpoved odpoved iz maščevanja poklicna identiteta karierno odločanje generation Z emerging adulthood career decision-making occupational flexibility ghosting silent quitting revenge quitting occupational identity true false true Založba Univerze v Ljubljani Slovenski jezik Angleški jezik Neznano 2026-04-09 13:44:40 2026-04-09 13:44:52 2026-04-10 09:54:42 0000-00-00 00:00:00 2026 0 Ljubljana 0 Str. 15-35 0000-00-00 Zaloznikova Objavljeno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 159.9:331.101-053.81 274664195 271123971 Bostjancic.pdf Bostjancic.pdf 1 EA0A555A07ACC5E5E63043CBDBCA8937 a93e695abe3bd5a02f886d2033e955e2da509e664cffdf38294dfd6c520f6a01 fef5b6d5-3409-11f1-b0ab-0050569b8976 https://repozitorij.uni-lj.si/Dokument.php?lang=slv&id=232040 https://ebooks.uni-lj.si/ZalozbaUL/catalog/book/899/chapter/4693 1 52bd51fe-3409-11f1-b0ab-0050569b8976 https://repozitorij.uni-lj.si/Dokument.php?lang=slv&id=232039 Filozofska fakulteta 0 0 0