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This chapter explores how Generation Z’s unique values – such as autonomy, transparency, and work–life balance – reshape the dynamics of organizational trust and human resource management (HRM). Based on media analysis and a survey of Polish students, the study’s findings show a generational mismatch with traditional models emphasizing loyalty, authority, and long-term commitment. The chapter describes conventional paternalism and proposes two updated models: mutual and transient paternalism , emphasizing co-created values, flexible roles, and sustained relationships. These frameworks offer new strategies for building trust with Generation Z employees, who prioritize meaning and reciprocity over obedience or stability. Drawing from relationship marketing principles, the chapter suggests that HRM must evolve to support adaptive, relational engagement across the employee life cycle. Trust, it argues, now emerges through shared meaning, not institutional hierarchy.
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