Administrative Sciences

Gen Z is an emerging talent entering the world of work with distinct characteristics, expectations, preferences, and aspirations compared to previous generations. Therefore, there is growing interest in understanding Gen Z’s entry-level experiences, particularly the psychosocial experiences of this unique generation as they transition into the world of work. Hence, the purpose of this study was to explore the psychosocial experiences of entry-level Gen Z newcomers in South African organisations. This study used a qualitative research approach, drawing on a social constructivist perspective. In-depth interviews were conducted to collect data on the lived experiences of nine Gen Z employees who had recently entered the workforce. A conventional content analysis approach was used to analyse the qualitative data. Salient psychosocial factors influencing the psychosocial experiences and professional adjustment and transition of Gen Z newcomers into the world of work were identified. This study indicated that organisations should focus on onboarding processes, supportive line managers, reasonable workloads, promoting work–life balance, providing meaningful work, supporting career management and development, creating diverse and inclusive work environments, promoting employee well-being, and providing technologically advanced and modern job tools to enhance positive psychosocial experiences of Gen Z newcomers in the workforce. This study sheds light on the psychosocial factors that promote positive psychosocial experiences among Gen Z newcomers, offering unique insights into the growing literature on the Gen Z generation.

The increasing deployment of agentic artificial intelligence (AI) systems and decentralized digital infrastructures has challenged traditional assumptions about organizational administration, control, and governance. While AI has advanced task-level optimization and decision support, administrative functions such as coordination, compliance, and accountability remain largely centralized and dependent on humans. This paper introduces Autonomous Administrative Intelligence (AAI), a governance-aware AI capability that enables autonomous agents to execute and adapt administrative decisions within strategically defined constraints and decentralized governance mechanisms. Building on the Strategic Decentralized Resilience–AI (SDRT-AI) framework, the study develops a layered architecture and operational flow integrating agentic decision-making, governance-aware learning, and protocol-based validation. The proposed framework explains how strategic intent, organizational capabilities, and decentralized trust jointly enable scalable administrative autonomy while preserving accountability and control. By reframing administration as an AI-mediated governance process, this paper extends research on agentic AI and contributes to administrative science by providing a conceptual foundation for the design and governance of autonomous administrative systems in decentralized organizations.

Administrative strategies are essential for ensuring efficiency and effectiveness in public institutions, particularly in the context of low- and middle-income countries where governance challenges and resource constraints persist. This study analyzes the relationship between organizational commitment and administrative management in a local public financial institution in Peru. Drawing on Meyer and Allen’s three-component model of commitment (affective, continuance, and normative) and classical administrative theory (planning, organizing, directing, and controlling), the research explores how psychosocial drivers influence perceptions of administrative practices. A cross-sectional, quantitative, non-experimental design was applied, surveying 31 employees using validated Likert-scale questionnaires. Fieldwork was conducted from January to June 2024. Non-parametric correlation analysis revealed a strong and statistically significant positive association between organizational commitment and administrative management (Spearman’s rho = 0.661, p < 0.01). Normative commitment was the most influential dimension, underscoring the role of loyalty and ethical obligation in sustaining perceived administrative management. These findings highlight the importance of strengthening human capital and organizational commitment as part of administrative strategies for institutional development. The study contributes to debates on governance and public sector reform by emphasizing how organizational dynamics in local institutions can shape broader trajectories of economic growth and development in emerging contexts.