Journals / Journal of Tourism and Gastronomy Studies / 2021 / Cilt: 9 - Sayı: 1

A Research on Post-Covid-19 Career Perception and Business Life Expectations of Generation Z: The Case of the Tourism and Business Faculties

Pages
573–594
DOI
—
🏛️Bibliographic metadata and full text access for this article are provided via DergiPark.
DergiPark Record ↗
✨

AI Summary & Key Takeaways

AI Insight
⚡ TL;DR(Too Long; Didn't Read)

In this context, a questionnaire was applied to third and fourth year undergraduate students of Generation Z who study in various departments of the tourism and business faculties of the state universities in Konya and the health management department within the health sciences faculty in Konya. 63,9% of the representatives of Generation Z participating in the research think that the business world and business life will reshape post-Covid-19 Pandemic. 50.2% of Generation Z representatives stated that the Covid-19 Pandemic had a negative impact on future business plans and career goals. 37.3% of the participants stated that the Covid-19 Pandemic changed their priority business preferences for their future business lives and careers. 52.6% of the participants stated that their priority job preferences changed as "being a public employee", 19.27% "working in the private sector" and 28.13% "starting their own business".

📌 3 Key Takeaways

🎯
Objective & Hypothesis:The Covid-19 Pandemic, which emerged in Wuhan, China in December 2019 and spread all over the world, caused the illness and death of many people.
📊
Key Findings & Data:The purpose of this study is to determine the effect of the Covid-19 Pandemic on the career perceptions and expectations of Generation Z for business life.
💡
Conclusion & Impact:In this context, a questionnaire was applied to third and fourth year undergraduate students of Generation Z who study in various departments of the tourism and business faculties of the state universities in Konya and the health management department within the health sciences faculty in Konya. 63,9% of the representatives of Generation Z participating in the research think that the business world and business life will reshape post-Covid-19 Pandemic. 50.2% of Generation Z representatives stated that the Covid-19 Pandemic had a negative impact on future business plans and career goals. 37.3% of the participants stated that the Covid-19 Pandemic changed their priority business preferences for their future business lives and careers. 52.6% of the participants stated that their priority job preferences changed as "being a public employee", 19.27% "working in the private sector" and 28.13% "starting their own business".
🔬Design:Survey & Empirical Study
📍Scope:2019 Verileri
⚙️Variables:Domain Parameters

Özet

The Covid-19 Pandemic, which emerged in Wuhan, China in December 2019 and spread all over the world, caused the illness and death of many people. However, this pandemic has had its effects on many dimensions from private life to business life from economy to lifestyle and culture, moreover caused uncertainties and concerns about the future. One of the important populations affected by these uncertainties and anxieties is the individuals who are called Generation Z and will be entering business life soon. The purpose of this study is to determine the effect of the Covid-19 Pandemic on the career perceptions and expectations of Generation Z for business life. In this context, a questionnaire was applied to third and fourth year undergraduate students of Generation Z who study in various departments of the tourism and business faculties of the state universities in Konya and the health management department within the health sciences faculty in Konya. 63,9% of the representatives of Generation Z participating in the research think that the business world and business life will reshape post-Covid-19 Pandemic. 50.2% of Generation Z representatives stated that the Covid-19 Pandemic had a negative impact on future business plans and career goals. 37.3% of the participants stated that the Covid-19 Pandemic changed their priority business preferences for their future business lives and careers. 52.6% of the participants stated that their priority job preferences changed as "being a public employee", 19.27% "working in the private sector" and 28.13% "starting their own business".

🔖

Cite This Article

KILINÇ, E., VAROL, F. (2021). A Research on Post-Covid-19 Career Perception and Business Life Expectations of Generation Z: The Case of the Tourism and Business Faculties. Journal of Tourism and Gastronomy Studies, Cilt: 9 - Sayı: 1, 573–594. https://ajindex.com/articles/347666

📄 Full Text PDF Viewer

📄

PDF görüntüleyici hazırlanıyor...

References (13)

  1. Adıgüzel, O., Batur, H. Z., & Ekşili, N. (2014). Kuşakların değişen yüzü ve y kuşağı ile ortaya çıkan yeni çalışma tarzı: Mobil yakalılar. Süleyman Demirel Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 1(19), 165-182.
  2. Akar F. (2015). Yetenek yönetimi. 1. Basım, Ankara:
  3. İmge Kitabevi Akbaş Tuna, A., & Türkmendağ, Z. (2020). Covid-19 pandemi döneminde uzaktan çalışma uygulamaları ve çalışma motivasyonunu etkileyen faktörler. İşletme Araştırmaları Dergisi, 12(3), 3246-3260. https://doi.org/10.20491/isarder.2020.1037
  4. Alp, G. T. (2019). Çalışma hayatında y ve z kuşağının motivasyonel farklılıkları. Proceedings on 2nd International Conference on Technology and Science, 14-16
  5. Ekim, Burdur/Türkiye. Altuntuğ, N. (2012). Kuşaktan kuşağa tüketim olgusu ve geleceğin tüketici profili. Organizasyon ve Yönetim Bilimleri Dergisi, 4(1), 203-212.
  6. Arar, T. (2016). Z kuşağında kariyer geliştirmede yetenek yönetimi (Yüksek Lisans Tezi). Kırıkkale Üniversitesi,
  7. Sosyal Bilimler Enstitüsü, Kırıkkale Aşık, N. A. (2019). X ve z kuşağı tüketicilerin yiyecek tercihlerini etkileyen faktörler. Journal of Tourism and Gastronomy Studies, 7(4), 2599-2611. https://dx.doi.org/10.21325/jotags.2019.489
  8. Aşkın, R., Bozkurt, Y., & Zeybek, Z. (2020). Covid-19 Pandemisi: Psikolojik etkileri ve terapötik müdahaleler. İstanbul Ticaret Üniversitesi Sosyal Bilimler Dergisi Covid-19 Sosyal Bilimler Özel Sayısı, 19(37), 304-318.
  9. Au, S., Dong, M., & Tremblay, A. (2019). Employee flexibility, exogenous risk, and firm value. Journal of Financial and Quantitative Analysis, 1-32. https://dx.doi.org/10.1017/S0022109019001066
  10. Bartik, A. W., Bertrand, M., Cullen, Z. B., Glaeser E. L., Luca, M., & Stanton, C. T. (2020). How are small businesses adjusting to Covid-19? Early evidence from a survey. NBER Working Paper Series, Working Paper 26989, Cambridge, https://dx.doi.org/10.3386/w26989
  11. Bascha (2011). Z: The open source generation. http://opensource.com/business/11/9/z-open-source-generation, Erişim Tarihi: 06.11.2020
  12. Bayhan, V. (2016). Gençler ve kuşaklar: Gençlerin kuşaklara göre değerleri ve davranışları. (Editör: M. Zencirkıran, Davranış Bilimleri), Bursa: Dora Yayıncılık. Bencsik, A., Horváth-Csikós, G., & Juhász, T. (2016). Y and z generations at workplaces. Journal of Competitiveness, 8(3), 90-106. https://dx.doi.org/10.7441/joc.2016.03.06
  13. Berkup, S. B. (2014). Working with generations x and y in generation z period: Management of different generations in business life, Mediterranean Journal of Social