UNAIR NEWS – For previous generations, becoming a manager, director, or “boss” was often regarded as the pinnacle of career success. But that mindset is now shifting among Generation Z, or Gen Z. Increasingly, young workers are reluctant to pursue structural management roles, viewing them as harmful to mental health and intrusive on personal time.
Responding to the trend, Developmental Psychology expert Dr. Dewi Retno Suminar MSi Psikolog, of Universitas Airlangga (UNAIR), offered an in-depth psychological perspective. She said the reluctance stems from Gen Z’s distinctive psychological characteristics, shaped by rapid technological exposure, modern parenting patterns, and changing definitions of success.
Social anxiety and shifting definitions of success
Dr. Suminar explained that Gen Z grew up during a period of rapid technological transformation. Constant exposure to information has made the generation highly responsive and skilled at multitasking. However, she said the environment has also created unique psychological challenges.
“Gen Z emerged during a time of rapid technological change. The constant flood of information has reduced the opportunity to fully process and absorb it in the way previous generations could,” Dr. Suminar said. “As a result, they are often psychologically prone to panic and anxiety, and social interactions can leave them feeling emotionally drained.” She said those conditions become major obstacles when Gen Z workers take on leadership roles, as they often feel their social energy is quickly depleted and struggle with uncertainty in the workplace.
Impact of overprotective parenting
Beyond the digital environment, Dr. Suminar also highlighted the role of modern parenting styles in shaping this mindset. Many parents, she said, unknowingly provide children with too much comfort and too few challenges, often out of excessive concern for their well-being outside the home.
“Parents often focus on making things easier rather than giving children challenges,” Dewi explained. “For example, they worry their children may not be capable, may experience bullying, or may not be mentally strong enough if reprimanded by teachers.”
Hierarchical organizations decline and corporate solutions
If younger generations continue to avoid middle-management positions, industries could face a leadership crisis within the next five to 10 years, Dr. Suminar warned. To address the issue, traditional pyramid-style corporate structures may eventually give way to flatter organizations or more collective matrix-management systems.
“There could be a shift toward more flexible organizational models that focus primarily on what needs to be accomplished,” she said. “There may only be two levels, one conceptual level and one execution level beneath it. Organizations could become simpler and more practical. Companies should consider streamlining their structures to improve communication rather than maintaining excessive layers of hierarchy.”
Author: Fauziah Laili Romadhon
Editor: Ragil Kukuh Imanto
