Asian Journal of Economics, Business and Accounting

Gen Z is redefining work expectations and preferences, bringing new perspectives that challenge traditional employment structures. Unlike previous generations, they prioritize flexibility, favoring remote or hybrid work options over rigid structures. They seek purpose driven jobs, preferring organizations that align with their values by offering meaningful work, flexible schedules, and mental health programs. While these characteristics can enhance workplace innovation and efficiency, they also introduce complexities in organizational structures, leadership approaches, and employee engagement strategies. This study therefore sought to examine the effects of Gen Z values on workplace preferences among undergraduate finalists of Moi University, Kenya. The theoretical frameworks that underpinned the study included the generational theory and Maslow’s hierarchy of needs theory theory. The study was anchored on the quantitative research approach under the positivist philosophical worldview. Explanatory research design was adopted whereas stratified and simple random sampling techniques guided the process of respondents’ identification. The study population comprised of 4,045 undergraduate finalists in five selected schools from where respondents were selected. The sample size of the study was 364 respondents computed using Yamane’s formula. Data collection was done by use of a structured questionnaire. The information obtained was analyzed using both descriptive and inferential statistics. Correlation and simple regression analyses were done to test the research hypothesis. The study established that Gen Z values (β = .242, p = .000, r=.231, R²=0.050, F=15.046) significantly influenced workplace preferences. This study therefore concludes that Gen Z values positively influence workplace preferences. It is hoped that the findings of this study will help organizations better understand the expectations of the emerging workforce in respect of the Gen Z employees. In addition, the findings will offer invaluable suggestions to employers on how best to deploy organizational dynamics such as structure, culture, task design and career development among others in such a way as to attract Gen Z employees.