This master’s thesis examined a comparison between Generation X and Generation Z in terms of values, expectations regarding working conditions, and attitudes toward work. Understanding intergenerational differences is becoming increasingly important, particularly in organizations facing demographic changes and the need to adapt the work environment to different generations of employees. The purpose of the study was to determine whether differences exist between the two generations in terms of work values, expectations regarding working conditions, and attitudes toward work. The study was based on a quantitative and qualitative research approach. The quantitative part was conducted using a survey questionnaire, in which 94 respondents participated, while the qualitative part was conducted through four semi-structured interviews. Based on a review of the literature, five hypotheses were formulated, relating to work-life balance, work flexibility, the use of technology, attitudes toward hierarchy and communication, and motivational factors. The results of the study showed that certain differences exist between the generations, but these are not equally pronounced in all areas. Generation Z showed a greater preference for the use of digital technologies, personal development, and the broader meaning of work, while Generation X placed greater importance on job stability, a sense of belonging to the organization, and traditional forms of communication. However, work values, attitudes toward work, and expectations between the generations largely overlapped in other areas.
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