Привлекательность гибких и цифровых форм занятости для Digital поколения

Abstract

Digitalization and flexibilization of employment is the main direction of labor market transformation. The study aims to assess the extent of the spread and attractiveness of flexible and digital forms of employment. The key objective is to conduct a comparative analysis of employment formats in the groups of representatives of X, Y, and Z generations. The empirical base is formed on the basis of a regional sociological survey. The object of the study is the able-bodied population of the Sverdlovsk region with work experience of at least three months during the previous year at the time of the survey. The results showed a high prevalence of flexible working hours. 18.7% of respondents independently regulate the time of start, breaks and end of work at their main job, and 60.8% at an additional job. The level of such employment is 1.9 times more common among representatives of the digital generation. The frequency of work in digital forms of employment is also higher among representatives of the digital generation. Working in the flexible segment of employment on the grounds of "flexible working hours" increases the probability of job satisfaction by 25.4%; working in remote and hybrid forms - by 24.3%. The heterogeneity of the flexible employment segment in terms of well-being was revealed. Those working in a non-digital flexible format show low job satisfaction scores. It is proposed to distinguish two segments: non-digital and digital, which combines digital flexible employment and digital flexible self-employment. Flexible digital forms of employment are the most attractive for the digital generation. The introduction of such practices of organizing social and labor relations in the activities of Russian companies can be considered as a tool for attracting and retaining employees of the digital generation, allowing to ensure the competitiveness of organizations.