This study is drawn from the psychology of sustainability exploring meaningful job characteristics for Generation Z and their influence on employee retention. We hypothesised that intrinsic qualities of job characteristics foster experienced meaningfulness which, in turn, enhances employees’ intention to stay. An online survey targeted to Generation Z was adopted for the study. We received 746 usable responses for the analysis. Nested model comparisons with a structural equation approach and chi-square difference tests were used to assess the mediating role of work meaningfulness in the hypothesised relationships. The best-fit model to data was then used for hypotheses testing. We found that skill variety, autonomy and task significance engender experienced meaningfulness for Generation Z. Work meaningfulness was the mechanism underpinning the relationships between these job characteristics and intention to stay. Task feedback was not significant for either meaningfulness or intention to stay, whereas task identity affected only intention to stay but not meaningfulness. This research contributes to the literature on work meaningfulness and generations by examining the work behaviours of Generation Z. Because experienced meaningfulness can enhance Generation Z’s willingness to stay and support organisational sustainability, an organisation can retain its generational cohort by providing selective work design strategies to fit the generation’s characteristics.
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