Managing and Motivational Factors of Part-time Workers Among Gen Z

This bachelor’s thesis examines the management and motivation of Generation Z part-time workers, who bring new demands and value priorities to the labor market. The main objective of the thesis is to analyze the key factors influencing the motivation and work performance of this group and, based on the findings, propose ways to optimize managerial practices. The research was conducted using a mixed-methods design that combined a questionnaire survey with in-depth semi-structured interviews. The findings suggest that while financial compensation plays a decisive role in choosing a part-time job, time flexibility and the ability to balance work with studies appear to be important for long-term retention. In the area of leadership, the research suggests that Generation Z part-time workers reject micromanagement and demand a high degree of autonomy, trust, and immediate feedback delivered with respect. The research further identified the phenomenon of “quiet quitting” as a rational response to feelings of injustice or moral undervaluation. The research also indicated that the strongest negative factors leading to immediate resignation are arrogant behavior by supervisors and a toxic team environment. The conclusion of the thesis formulates specific recommendations for practice, including the introduction of guaranteed study breaks, the digitization of shift scheduling, and the implementation of transparent performance bonuses. Implementing these measures could help organizations reduce unwanted turnover and effectively build loyalty among the next generation of workers.