TTLV: Engaging with Gen Z workers in the construction industry.

INFORMATION ABOUT THE MASTER'S THESIS

1. Student's full name: Nguyen Thi Hoai Thuong. 2. Gender: Female

3. Date of birth: March 19, 2000.

4. Place of birth: Hanh Lam Commune, Nghe An Province.

5. Decision on student admission No. 5915-QD-XHNV dated October 28, 2024, by the Rector of the University of Social Sciences and Humanities, Vietnam National University, Hanoi.

6. Changes in the training process: None

(Note the types of changes and the corresponding times)

7. Thesis Title: Organizational Engagement of Gen Z Workers in the Construction Sector

8. Major: Psychology (Research-oriented); Code: 8310401

9. Scientific supervisors: Dr. Nguyen Thi Thuy – Tra Vinh University, Prof. Dr. Le Thi Minh Loan - Faculty of Social Sciences and Humanities, Vietnam National University, Hanoi

(Please specify your scientific title, academic degree, full name, and workplace.)

10. Summary of the thesis results:

This study was conducted on 237 Gen Z workers in the construction sector in Vietnam to assess organizational commitment and identify influencing factors. The results showed that organizational commitment reached a mean of 3.25/5, with emotional commitment being the highest (Mean = 3.45), followed by benefit commitment and responsibility commitment (Mean = 3.15). Regression results showed that the model explained 49.9% of the variation in organizational commitment. Three factors had a positive and statistically significant impact: psychological capital, job opportunities, and income, with psychological capital having the strongest impact (β = 0.330). This is a key finding of the study, showing that individual psychological resources play a crucial role in promoting engagement among Gen Z workers. Furthermore, engagement levels differed by job level and seniority, while gender and workplace did not show statistically significant differences. The results provide further empirical evidence on factors driving organizational engagement among Gen Z in the construction sector in Vietnam.

11. Practical applications: (if any)

The research findings have practical applications in human resource management at construction companies, particularly in managing and retaining the Gen Z workforce. Businesses can focus on developing psychological capital through training, support, and recognition; while also enhancing career development opportunities and establishing appropriate compensation policies. Furthermore, attention should be paid to supporting new employees and those with less seniority to foster engagement from the outset. These results can serve as a basis for businesses to develop human resource policies tailored to the characteristics of Gen Z, thereby contributing to the retention and development of young talent.

12. Future research directions: (if any)

Further research could expand the scope and scale of the survey to multiple construction companies in different regions to increase the generalizability of the results. Simultaneously, factors such as leadership style, corporate culture, organizational support, and job satisfaction could be added. Furthermore, incorporating qualitative methods would help clarify the experiences, needs, and motivations for engagement among Gen Z workers.

13. Published works related to the thesis: None

INFORMATION ON MASTER'S THESIS

1. Full name: Nguyen Thi Hoai Thuong 2. Sex: Female

3. Date of birth: 19/03/2000

4. Place of birth: Hanh Lam commune, Nghe An province.

5. Admission decision number: 5915-QD-XHNV Dated October 28, 2024

6. Changes in academic process: None

(List the forms of change and corresponding times)

7. Official thesis title: The organizational commitment of Generation Z employees in the field of construction.

8. Major: Psychology 9. Code: 8310401

10. Supervisors: Dr. Nguyen Thi Thuy, Prof. Dr. Le Thi Minh Loan

(Full name, academic title and degree)

11. Summary of the findings of the thesis:

The study was conducted among 237 Generation Z employees in the construction sector in Vietnam to assess organizational engagement and identify factors investigating it. The results show that the overall level of organizational engagement was above average (Mean = 3.25/5), with affective commitment having the highest score (Mean = 3.45), followed by continuance commitment and standard commitment (Mean = 3.15). The regression analysis shows that the model explains 49.9% of the variance in organizational engagement. Three factors had positive and significant significant effects: psychological capital, opportunities at work, and income, with psychological capital having the strongest effect (β = 0.330). This is a notable finding, highlighting the important role of individual psychological resources in promoting organizational engagement among Generation Z employees. In addition, organizational engagement differed significantly by job position and tenure, while gender and workplace location did not show significant differences. These findings provide further empirical evidence on the factors promoting organizational engagement among Generation Z employees in Vietnam's construction sector.

12. Practical applicability, if any:

The research findings have practical implications for human resource management in construction enterprises, particularly in managing and retaining Generation Z employees. Organizations can focus on developing psychological capital through training, support, and employee recognition, while also providing career development opportunities and appropriate income policies. In addition, greater attention should be given to supporting new employees and those with shorter tenure to strengthen organizational engagement from the early stages of employment. These findings can serve as a basis for construction enterprises to develop human resource policies that are better aligned with the characteristics of Generation Z, thereby contributing to the retention and development of young employees.

13. Further research directions, if any:

Future studies could expand the sample size and survey scope to include more construction enterprises across different regions to increase the generalizability of the findings. They could also incorporate additional factors such as leadership style, organizational culture, organizational support, and job satisfaction. In addition, combining quantitative and qualitative methods could provide deeper insights into the experiences, needs, and engagement motivations of Generation Z employees.

14. Thesis-related publications: None