Each generation enters the labour market with distinct values and characteristics that significantly influence their choice regarding the work environment and perceptions of career development. A notable shift is observed with Generation Z, which includes individuals born between 1995 and 2010. In contrast to previous generations, members of Generation Z prioritize different values when selecting a job. They emphasize the integration of technology in the work process and highly value freedom, individuality, creativity, and a good work-life balance. As a result of these evolving value systems, modern organizations must adapt if they wish to attract and retain members of this generation. It is well-documented that individuals from Generation Z tend to demonstrate lower levels of loyalty to employers and are more willing to change their work environment if it does not align with their values and expectations. Military organizations, which are typically structured in a strict hierarchical manner and based on values such as patriotism, courage, honour, and loyalty, often face challenges in attracting younger personnel within this context. The gap between the core values of military organizations and the expectations of younger generations represents a significant obstacle. To effectively engage Generation Z, it is essential that military organizations identify and emphasize shared values, and integrate them into their human resource strategies. Adapting employment practices is, therefore, crucial for increasing the number of personnel, especially in the context of organizations such as the Slovenian Armed Forces.
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