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Abstract

Problem

Widespread disengagement among the working professionals and changing career expectations of Generation Z and Millennials pose a risk to talent management, retention, and performance in the IT sector.

Solution

This quantitative study examines how employees’ perceived competence translates into engagement via multi-directional career development pathways (career lattice, career-goal progress, professional ability improvement, and promotion) using a survey of 304 IT professionals and PLS-SEM. Results show that employees who felt more competent reported higher engagement, and this relationship was strengthened when organisations provided career lattice pathways such as skill development, lateral mobility, and goal progress.

Stakeholders

The findings identify actionable levers for organizational leaders, HRD practitioners, and talent managers to design adaptive career frameworks that increase engagement among Gen Z and Millennial employees.

Implication

HRD leaders and talent managers should prioritise flexible, skills-based mobility and career-goal supports to boost Gen Z and Millennials’ engagement.

Keywords

career lattice employee engagement Generation Z Millennials competence career development self-determination theory

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Reimagining Career Growth for Gen Z and Millennials: Role of Career Lattices in Enhancing Employee Engagement

Abstract

Problem

Solution

Stakeholders

Implication

Keywords

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References