MENTAL HEALTH, WELL-BEING, AND PERSONAL MANAGEMENT IN GENERATION Z: PERSPECTIVES FOR EDUCATION AND THE LABOR MARKET
DOI:
https://doi.org/10.56238/Keywords:
Generation Z, Labor Market, Well-Being, People ManagementAbstract
This article synthesizes recent Brazilian evidence on Generation Z, born between the mid-1990s and the early 2010s and socialized in digital environments, articulating generational characteristics, age brackets used in the literature, empirical profiles, and implications for the labor market. It aims to systematize and critically analyze, through documentary/bibliographic research with a qualitative approach and content analysis, how studies describe work values, engagement, retention/turnover, and well-being, and which practical implications emerge for people management. The results indicate an emphasis on flexibility, work-life balance, fulfillment, and purpose, alongside psychosocial risks associated with pressures and barriers to entry. Profiles are mapped such as "quality-of-life advocates," "balanced under pressure," and "pragmatic and independent," with emphases on income, autonomy, and parental influence. It is found that policies combining dialogue, recognition, development pathways, and flexible arrangements foster engagement and retention; the integration between job design, well-being support, and entry opportunities mitigates barriers and guides actions in education and in the labor market.
