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.
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