Understanding the workplace expectations of generation Z quantity surveyors in consultancy services within the Malaysian construction industry

Loa, Jia Wen (2024) Understanding the workplace expectations of generation Z quantity surveyors in consultancy services within the Malaysian construction industry. Final Year Project, UTAR.

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Abstract

Internationally, the construction industry is facing a shortage of quantity surveyors (QS). In particular, consultant firms are faced with the greatest challenge in retaining and attracting employees. As more Malaysians are seeking work overseas and older employees are reaching retirement ages, employers need to understand their newest workforce entrants, Generation Z (Gen Z). Therefore, this research aims to examine the workplace expectations of Gen Z QS in consultant firms of the Malaysian construction industry and suggest improvements for companies to retain their workforce. The objectives are (1) to identify the workplace expectations of employed Gen Z QS in consultant companies; (2) to interpret the effect of Gen Z QS’s demographic aspects on their workplace expectations; (3) to assess the extent to which workplace expectations are met in the context of Gen Z QS working in consultant companies; and (4) to propose employee retaining strategies for consultant companies to retain their Gen Z QS workforce. Quantitative research method was used and data was collected with a pre-tested questionnaire. In total, 98 Gen Z QS employed in Malaysian consultant firms participated through convenicence sampling method. The findings revealed that the most important workplace expectations are racial equality, gender equality, job security, adequate paid leave and mentoring. Inferential tests revealed that various demographic factors had significant effects on which workplace expectations were more important, such as females prioritised feedback, engagement of creative and innovative ideas and clear expectations. Findings further revealed that many important workplace expectations were only Somewhat Achieved by consultant firms with only eight (8) workplace expectations were Somewhat Neglected by employers. The six (6) most attractive retention strategies were provision of regular promotions and growth opportunities, job security, regular bonuses, training and development, high base salary and healthy work environment. However, further study is required to overcome the limitations of the small and limited sample size to better represent the Malaysian Gen Z QS cohort.

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