Delovne značilnosti generacij X in Z

Pavletič, Nika

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Title:	Delovne značilnosti generacij X in Z
Authors:	ID Pavletič, Nika (Author) ID Potočan, Vojko (Mentor) More about this mentor...
Files:	VS_Pavletic_Nika_2026.pdf (3,00 MB) MD5: 21EA38143D4BF77B91561B3955D47068
Language:	Slovenian
Work type:	Bachelor thesis/paper
Typology:	2.11 - Undergraduate Thesis
Organization:	EPF - Faculty of Business and Economics
Abstract:	V diplomskem delu so raziskane razlike med generacijo X in generacijo Z na področju delovnih vrednot, individualne odgovornosti ter uporabe digitalnih komunikacijskih orodij. Cilj raziskave je bil ugotoviti, kako se generaciji razlikujeta glede pomembnosti teh dejavnikov v sodobnem delovnem okolju zaradi boljšega razumevanje medgeneracijskih razlik in njihovega vpliva na organizacijsko dinamiko. Empirični del je temeljil na anketi, v kateri je sodelovalo 59 udeležencev iz obeh generacij. Analiza podatkov je pokazala, da so generacijske razlike najbolj izrazite na področju tehnoloških preferenc in določenih vidikov individualne odgovornosti. Generacija Z je bolj nagnjena k uporabi sodobnih digitalnih komunikacijskih orodij, kot so sporočilne aplikacije, video klici in interaktivne platforme, ki omogočajo hitro in interaktivno komunikacijo. Po drugi strani generacija X raje uporablja tradicionalne oblike komunikacije, kot so osebni sestanki in e-pošta, kar kaže na različne komunikacijske stile in navade. Na področju delovnih vrednot je generacija X statistično pomembno višje vrednotila stabilnost zaposlitve in prispevek k družbi, kar odraža njihovo usmerjenost k varnosti in trajnostnemu vplivu njihovega dela. Nasprotno so vrednote, kot so možnost napredovanja in fleksibilnost delovnega časa, pomembne za obe generaciji, kar kaže na njihove univerzalno veljavo v sodobnem delovnem okolju. Pri individualni odgovornosti je prav tako opažena višja izraženost samostojnosti in prevzemanja odgovornosti za napake pri generaciji X, medtem ko se razlike v avtonomiji niso bile statistično pomembne, kar nakazuje na skupno potrebo po neodvisnosti pri delu. Na podlagi ugotovitev zaključujemo, da generacijska pripadnost pomembno vpliva na določene delovne vrednote in komunikacijske navade, kar ima pomembne implikacije za upravljanje medgeneracijskih timov. Razumevanje teh razlik omogoča razvoj prilagojenih pristopov v organizacijah, ki lahko povečajo zadovoljstvo zaposlenih, izboljšajo komunikacijo ter povečajo učinkovitost in sodelovanje. S tem diplomsko delo smo tako prispevali k bolj poglobljenemu razumevanju medgeneracijskih razlik v delovnem okolju in odpira prostor za nadaljnje raziskave ter praktične aplikacije.
Keywords:	generacija X, generacija Z, delovne značilnosti, delovne vrednote, primerjava generacij
Place of publishing:	Maribor
Publisher:	N. Pavletič]
Year of publishing:	2026
PID:	20.500.12556/DKUM-93703
UDC:	331.1
COBISS.SI-ID:	289144323
Publication date in DKUM:	27.08.2026
Views:	83
Downloads:	4
Metadata:
Categories:	EPF
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Licences

License:	CC BY-NC-ND 4.0, Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International

Link:	http://creativecommons.org/licenses/by-nc-nd/4.0/
Description:	The most restrictive Creative Commons license. This only allows people to download and share the work for no commercial gain and for no other purposes.
Licensing start date:	15.07.2025

Secondary language

Language:	English
Title:	Work characteristics of generations X and Z
Abstract:	The thesis explores the differences between Generation X and Generation Z in terms of work values, individual responsibility, and the use of digital communication tools. The aim of the research was to determine how the two generations differ in the importance they assign to these factors in the modern work environment, in order to gain a better understanding of intergenerational differences and their impact on organizational dynamics. The empirical part was based on a survey involving 59 participants from both generations. The data analysis showed that generational differences are most pronounced in the area of technological preferences and certain aspects of individual responsibility. Generation Z tends to favor the use of modern digital communication tools, such as messaging apps, video calls, and interactive platforms that enable fast and engaging communication. In contrast, Generation X prefers more traditional forms of communication, such as face-toface meetings and emails, indicating differing communication styles and habits. In terms of work values, Generation X statistically valued job stability and contributing to society significantly more, reflecting their focus on security and long-term impact. Conversely, values such as career advancement opportunities and flexible working hours were important to both generations, suggesting their universal relevance in the modern workplace. When it comes to individual responsibility, Generation X also showed a higher tendency toward independence and taking responsibility for mistakes. However, no statistically significant differences were found in autonomy, indicating a shared need for independence at work. Based on these findings, we conclude that generational affiliation significantly influences certain work values and communication habits, which has important implications for managing intergenerational teams. Understanding these differences allows for the development of tailored approaches within organizations, which can increase employee satisfaction, improve communication, and enhance efficiency and collaboration. In this way, the thesis contributes to a deeper understanding of intergenerational differences in the workplace and opens the door to further research and practical applications.
Keywords:	generation X, generation Z, work characteristics, work values, comparing of generations

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