In the context of
global sustainability, Environmental, Social, and Governance (ESG) has become a
crucial indicator of corporate operations and long-term competitiveness. While
prior research has primarily focused on the impact of ESG on financial performance
and investor behavior, relatively little attention has been given to its role
in human resource management and talent attraction. As Generation Z
increasingly dominates the labor market, their values and career choices
warrant greater attention, particularly regarding how their perception of
corporate ESG commitments influences job choice intention.
This study surveyed 300 Generation Z university
students in Taiwan and developed a research framework linking ESG perception to
job choice intention. Using Partial Least Squares Structural Equation Modeling
(PLS-SEM), the study validated the measurement and structural models. Results
confirmed satisfactory reliability, convergent validity, and discriminant
validity through the Fornell-Larcker criterion and HTMT ratio. Structural model
analysis revealed that ESG perception significantly and positively influences
job choice intention (β = 0.498, p < 0.001), with an explanatory power of R²
= 0.248 and an effect size of f² = 0.330. These findings highlight ESG
perception as a strong predictor of Generation Z’s job-seeking behavior.
The study contributes to the literature by integrating
ESG with human resource management, addressing gaps in existing research.
Practically, it suggests that companies seeking to attract Generation Z talent
should actively implement and communicate their ESG initiatives, particularly
in environmental sustainability, social responsibility, and governance
transparency. The results enrich theoretical perspectives and provide
actionable implications for corporate talent strategies and sustainable
management.
