SLR: FACTORS THAT CONTRIBUTE TO THE RETENTION OF GENERATION Z EMPLOYEES
DOI:
https://doi.org/10.66104/mbf79m33Keywords:
Generation Z, Employee Retention, Modelo de Retenção, Revisão Sistemática da Literatura, Grounded TheoryAbstract
The retention of Generation Z (Gen Z) represents a significant challenge for human resources departments, with a direct impact on organizational competitiveness. This study aimed to identify, through a Systematic Literature Review (SLR), the factors influencing the retention of Gen Z employees and, based on them, develop a Gen Z Retention Model. The methodology followed the PRISMA protocol, using the Scopus, Web of Science, and EBSCO databases. After applying inclusion and exclusion criteria, 21 articles were selected and fully analyzed through qualitative coding procedures inspired by Grounded Theory. The results evidenced three main categories of retention factors: support and support, belonging, and well-being and rewards. The interpretation of the implicit meanings present in the studies enabled the formulation of the Gen Z Retention Model, which synthesizes the aspirations of this generation into components such as supervisor support and task feedback, clarity of connections with goals, friendly team and positive emotions, structure/autonomy/impact in job design, physical/emotional health, flexibility, and career progression. It is concluded that the aspirations of Gen Z constitute an imperative for the revision of predominant work models, which, from the perspective of this generation, may compromise human dignity. The proposed model offers a theoretical contribution by integrating these emerging factors with retention perspectives, in addition to serving as practical support for designing HR policies aligned with Gen Z expectations. It is suggested, for future research, the conduction of longitudinal studies and the use of multiple methodologies.
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