Representatives of Generation Z – a psychological, and developmental perspectives on young employees in 2025

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.