Motivações e expectativas da geração Z no mercado de trabalho e suas implicações para a gestão de pessoas

Abstract

The entry of Generation Z into the workforce has required significant adjustments to people management practices. Having grown up surrounded by technology, these young people value autonomy, flexible schedules, continuous learning, and the pursuit of purpose. However, this quest for personal fulfillment does not negate the traditional factors of employment: competitive compensation, stability, and clear opportunities for growth remain fundamental. To understand these motivations and the meaning this generation attributes to work, a narrative literature review was conducted based on both classic and contemporary research. The analysis reveals that voluntary resignation among younger employees is often linked to a misalignment between personal values and the company’s daily practices, a lack of career prospects, and strain in relationships with authoritarian leaders. Furthermore, it is observed that flexibility requires clear boundaries to prevent task overload and the loss of rest periods. It is concluded that attracting and retaining talent requires organizations to move beyond superficial rhetoric by promoting transparent management that integrates fair financial compensation, dialogue-oriented leadership, and an authentic organizational culture.