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<p>This study examines the workplace expectations of Generation Z (Gen Z), in terms of work-life balance, social impact, and digital/hybrid flexibility, as they affect their perceived organisational fit (P-O fit), mediated by perceived organisational support (POS), job crafting, and leader-member exchange (LMX). A cross-sectional survey from 400 Gen Z employees in the technology and manufacturing industry in Oman was conducted with an embedded vignette experiment. The mediation and moderated mediation analysis of data was conducted with structural equation modelling and the Hayes PROCESS Macro. The study findings highlight that social impact expectancies improve the P-O fit directly and indirectly through POS. Digital/hybrid flexibility expectations were also found to enhance fit both directly and through job crafting. In addition, employee openness to experience enhances the mediating effect of LMX. Multi-group analysis establishes that the model is varied with cultural (East/West) and industry (tech/manufacturing) subgroups. The study validates the view that perceptions of Corporate Social Responsibility (CSR) authenticity, manipulated through vignettes, positively and directly influence P-O fit. The study findings add to the Social Exchange and Job Demands-Resources theories by outlining the psychosocial mechanisms that connect Gen Z values to fit perceptions. It suggests that organisations should encourage genuine CSR, job crafting, and quality leader-member relationships to attract and retain Gen Z talent.</p>

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Bridging gen Z values and organisational fit: a cross-sectional mediation study

  • 期刊论文

  • 发表日期：

    2026年5月4日

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  • Mohammad Taslim,
  • Mohamed Fuad Mohamed Al-Sukaiti,
  • Omar Ali Hassan Albolushi

摘要

This study examines the workplace expectations of Generation Z (Gen Z), in terms of work-life balance, social impact, and digital/hybrid flexibility, as they affect their perceived organisational fit (P-O fit), mediated by perceived organisational support (POS), job crafting, and leader-member exchange (LMX). A cross-sectional survey from 400 Gen Z employees in the technology and manufacturing industry in Oman was conducted with an embedded vignette experiment. The mediation and moderated mediation analysis of data was conducted with structural equation modelling and the Hayes PROCESS Macro. The study findings highlight that social impact expectancies improve the P-O fit directly and indirectly through POS. Digital/hybrid flexibility expectations were also found to enhance fit both directly and through job crafting. In addition, employee openness to experience enhances the mediating effect of LMX. Multi-group analysis establishes that the model is varied with cultural (East/West) and industry (tech/manufacturing) subgroups. The study validates the view that perceptions of Corporate Social Responsibility (CSR) authenticity, manipulated through vignettes, positively and directly influence P-O fit. The study findings add to the Social Exchange and Job Demands-Resources theories by outlining the psychosocial mechanisms that connect Gen Z values to fit perceptions. It suggests that organisations should encourage genuine CSR, job crafting, and quality leader-member relationships to attract and retain Gen Z talent.