<![CDATA[Generation Z has entered the workforce with unique characteristics influenced by rapid technological advancements and digitalization. While these traits may affect workplace behavior, counterproductive work behavior (CWB) arises from the interaction between individual and organizational factors. This study aims to synthesize empirical evidence on counterproductive work behavior and conceptually related organizational factors among Generation Z employees. A systematic literature review (SLR) was conducted following PRISMA guidelines, using articles published from 2015 to 2024 and retrieved from Semantic Scholar, Emerald Insight, and Google Scholar. Ultimately, nine empirical studies met the inclusion criteria. The review found that the most common forms of counterproductive work behavior among Generation Z include cyberloafing, workplace withdrawal, passive-aggressive behavior, and reduced work performance. It also revealed that individual factors, such as narcissism, job insecurity, negative emotions, and personality traits, along with organizational factors such as workplace ostracism and perceived organizational injustice, contribute to CWB. Conversely, supportive work environments characterized by person–organization fit, work-life balance, and positive workplace conditions serve to reduce counterproductive work behavior. These findings enhance understanding of CWB among Generation Z employees and offer practical implications for organizations aiming to foster healthier and more supportive workplaces.]]>
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