Generation Z Work Preferences for Formal and Informal Employment in The Digital Era: A Study of Postgraduate Students At The University of Bandar Lampung

Abstract

This study aims to analyze Generation Z’s views and preferences toward formal and nonformal employment in the digital era, identify the challenges encountered in their employment experiences, and analyze the efforts undertaken to overcome these challenges. This study employed a descriptive qualitative approach with purposive sampling. The informants consisted of five students from the Master of Management Program at Universitas Bandar Lampung, Cohort 83, who belong to Generation Z and have experience in formal employment, nonformal employment, or both. Data were collected through semi-structured interviews and documentation and were analyzed through data condensation, data display, and conclusion drawing and verification. The findings indicate that formal employment is perceived as offering income stability, a structured work system, job security, clearly defined responsibilities, and career development opportunities. In contrast, nonformal employment is perceived as providing flexibility, autonomy, freedom in managing work, opportunities to earn additional income, and greater opportunities to develop skills through the use of digital technology. Some informants chose to engage in both formal and nonformal employment because the two forms of employment were considered complementary. The challenges experienced included job demands and workload, time management and work-life balance, income and employment instability, adaptation to the work environment and job demands, and physical and psychological fatigue. The efforts undertaken included managing time and priorities, adapting to job demands, improving communication and coordination, developing work or business strategies, and maintaining physical well-being and work-life balance. Overall, Generation Z’s work preferences are dynamic and influenced by individual needs, experiences, expected work outcomes, personal goals, and the ability to adapt to various work demands in the digital era. The findings can also be understood through the perspective of Social Cognitive Career Theory (SCCT), which links learning experiences, self-efficacy, outcome expectations, personal goals, contextual barriers, and career self-management in the process of career development.