A Study of Learning Motivation and Work Values of Generation Z University Students in Taiwan

• In Event: Higher education for workforce development: Pathways, systems, and challenges

Proposal

Generation Z is a distinct demographic that differs from previous generations and is now attending universities and beginning to work. To gain a better understanding of the new generation, this research examines their motivation for learning as well as their work values, and proposes appropriate teaching and talent cultivation methods in order to establish a Person-Environment Fit. The research employed literature reviews and focus group interviews to design the survey questionnaire. A total of 999 Taiwanese university students from 19 different universities and 60 different majors, born between 1996 and 2012, were surveyed. Key findings from the study are as follows:
(1) Generation Z perceives learning as a game and prefers a balanced approach that neither makes learning too easy nor too difficult. They value having the right to choose personalized and tailored learning methods.
(2) Being digital natives, Generation Z is not fond of rote memorization and heavily relies on digital technology and social media for learning. This reliance has become more apparent after the global outbreak of Covid-19.
(3) The study identifies four types of learning motivation that resonate with Generation Z: systematic learning, interactive learning, personalized learning, and outcome-oriented learning. Among these, systematic learning receives the highest level of acceptance.
(4) When engaging in self-directed learning, Generation Z primarily utilizes the internet, smartphones, and laptops, with over 70% using these tools. Additionally, more than 40% have specific dietary habits. They generally feel that learning spaces on campus are limited and outdated, with issues related to unstable internet and insufficient power outlets. Their primary expectation from schools is to prioritize improvements in classrooms and discussion areas to enhance their learning experience.
(5) Generation Z places great importance on achieving work-life balance and values self-development and the image of their workplace.
(6) Generation Z's perspective on workplace loyalty significantly differs from previous generations. They are more willing to challenge existing systems, embrace a multi-working generation, and explore multiple career paths simultaneously.
(7) Factors influencing Generation Z's work values include personal intrinsic satisfaction, external job rewards, and the image of the company/organization. Among these, external job rewards are the most significant factor.
(8) Generation Z highly values their personal time and vacation rights. They prefer supervisors who do not assert excessive authority and seek a pleasant working atmosphere with amicable colleagues. They favor organizations with an open and dynamic culture and are not afraid to change jobs if their work interests are compromised.

Authors

• Hsin-Chih Lin, University of Taipei

• Cheng-Cheng Yang, National Chiayi University

• Hsuan-Fu Ho, National Chiayi University