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People born in the same chronological, social and historical timeframe are collectively called a generation (Twenge et al., 2010). Further, generation theory claims that people born in the same generation share similar characteristics and basic behavioral profiles (Twenge et al., 2010). Generational research has generalized and highlighted evolving career needs for different generation groups currently in the workforce – baby boomers (born between 1946 and 1964), generation X (born between 1965 and 1980) and millennials or generation Y (born between 1981 and 1995). For instance, careers were central to baby boomers' identity, making them feel distinct from others and loyal to the organization (Smola and Sutton, 2002). Generation X perceived promotions more critical than an increase in pay, inspiring loyalty towards the organization (Smola and Sutton, 2002), whereas millennials easily switch jobs for an increase in pay and promotions (Smola and Sutton, 2002).
Generation Z or Gen Z or iGen or post-millennials (born between 1995 and 2012) is the latest generation to join the workforce in 2017. In this literature review, we investigated theoretical frameworks and methodological approaches informing current empirical research about Gen Z and their career aspirations. Their career is an emerging research field and thus we also reviewed prevalent industrial reports capturing Gen Z's career aspirations. In addition, we explored Gen Z's characteristics impacting their career aspirations and expectations. Lastly, we provide a baseline for future researchers and practitioners to advance Gen Z specific career development research, theory and practice.
With Gen Z as the newest participants in the workplace, organizations are experiencing an amalgamation of four generations at the same time. With four different generations in the workplace, organizations are experiencing a rising work-value conflict and differences in preferences in learning styles, beliefs and communication styles (Lyons and Kuron, 2014; Solaja and Ogunola, 2016). Older generations such as baby boomers, generation X and millennials have been studied exhaustively by researchers in the human resource development (HRD) field (Callahan and Greenhaus, 2008; Chaudhuri and Ghosh, 2012; Ng et al., 2010). With Gen Z entering the workplace dynamic, it has become pertinent for organizations to understand this newest generation in the workforce to meet all employee’s workplace needs (Perilus, 2020).
Preliminary research in the fields of education and marketing has...