Date of Award

Spring 2025

Document Type

Dissertation

Degree Name

Doctor of Philosophy (PhD)

Department

Organizational Leadership

First Advisor

Dr. Joshua D. Henson

Second Advisor

Dr. Bethany Peters

Third Advisor

Dr. Jolene A. Erlacher

Abstract

The COVID-19 pandemic intensified two growing workforce challenges: (a) the Great Resignation and (b) quiet quitting, characterized by rising turnover and disengagement. Generation Z healthcare workers, now emerging as a significant segment of the workforce, have entered this environment with distinct values, emphasizing meaningful work, flexibility, growth, and organizational integrity. The purpose of this qualitative bounded case study was to explore the factors contributing to meaningful work and intention to stay among Generation Z healthcare workers in a large healthcare system in the United States. Data were collected through focus groups, paired interviews, single interviews, and analysis of anonymous employee satisfaction survey comments. Thematic analysis revealed five key factors influencing both meaningful work and intention to stay: (a) organizational culture, (b) commitment and loyalty, (c) growth and development, (d) job flexibility and adaptability, and (e) compensation and benefits. Findings demonstrated that meaningful work and intention to stay are closely intertwined for Generation Z healthcare workers, with experiences of belonging, alignment with mission, personal growth opportunities, supportive leadership, and perceived fairness significantly shaping their workplace commitment. This research contributes to the evolving understanding of Generation Z in the workforce, providing practical insights for leaders aiming to foster engagement, retention, and organizational performance in a rapidly changing labor landscape.

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