Authors : Võ Thị Thu Hồng; Nguyễn Vũ Hiếu Trung; Nguyễn Thị Thanh Thúy

Volume/Issue : Volume 10 - 2025, Issue 8 - August

Google Scholar : https://tinyurl.com/3b49nj8b

Scribd : https://tinyurl.com/2nfmyav4

DOI : https://doi.org/10.38124/ijisrt/25aug208

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Abstract : In the context of digital transformation reshaping organizational operations and human resource management, Employee Experience (EX) has emerged as a critical driver of job performance and talent retention—particularly among Generation Z, a tech-savvy and value-driven workforce. This study investigates the relationship between EX and job performance (JP) among Gen Z employees working in digital startups in Vietnam. Drawing on an integrated theoretical framework combining Jacob Morgan’s EX model (2017), Kahn’s employee engagement theory (1990), and the Job Demands–Resources (JD-R) model, the research employs a quantitative approach based on survey data from 210 Gen Z employees across various digital startups. Structural Equation Modeling (SEM) analysis reveals that EX significantly influences JP both directly and indirectly through employee engagement (EE). Key contributing factors include flexible work environments, opportunities for personal development, and digital work support. The study offers several practical recommendations for enhancing Gen Z employee experience and performance in dynamic startup settings, thereby improving talent retention and organizational agility.

Keywords : Employee Experience (Ex); Generation Z; Job Performance (JP); Employee Engagement (EE); Digital Startups; Human Resource Management; Vietnam; Sem.

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