The significance of financial literacy is garnering worldwide attention across all age groups. Financial literacy has been defined by certain scholars as a necessary skill for individuals to possess in order to effectively navigate their future financial endeavors. The aim of this article is to perform a bibliometric analysis and systematic literature review in order to investigate the present corpus of scholarship on the application of Financial Literacy. The present study entailed a comprehensive analysis of existing research papers to ascertain the principal contributors to this specific domain, noteworthy subthemes, and prospective directions for further investigation. There has been a noticeable rise in the quantity of literature pertaining to this topic during the period spanning from 2020 to 2023. Furthermore, the utilization of network analysis was employed to chart research clusters. The aforementioned discovery yielded a cumulative total of 84 scholarly publications. The findings of the analysis indicate that there exists a gap in the comprehensive research of the keywords “Financial Behavior”, “Financial Attitude”, and “Financial Inclusion”.

In the current context of multicultural collision, online information is impacting traditional gender values. To analyze the changes in gender role attitudes and gender awareness among Chinese Generation Z college students under the influence of various social factors, the study focuses on Generation Z college students and explores the impact of cultural, media, educational, and family factors on gender role attitudes and gender awareness among Chinese Generation Z college students through questionnaire surveys and quantitative analysis methods. The research results show that Generation Z college students exhibit extremely favorable gender perspectives, with the proportion of bisexual gender roles approaching 38%, surpassing the number of students with traditional understanding of single sex gender roles. At the same time, in school gender awareness education, research has found that the proportion of bisexual gender roles is the highest among students who accept open mindedness, at 46.6%. In family gender awareness education, students who receive parental gender awareness sharing education have the highest proportion of bisexual gender roles, accounting for 48.5%. Therefore, the current gender education for the new Generation of students in China needs to abandon traditional avoidance-based teaching methods and adopt an open and supportive attitude to guide students’ gender values.

There is insufficient consideration of Generation Z’s cultural and generational needs in the implementation of biometric attendance systems in Arabic educational settings. This study delves into Generation Z’s discipline, exploring their perspectives on attendance systems and aligning commitment with their interests. The primary aim is to gauge biometric systems’ impact on productivity. Google Form questionnaires collected data from young employees, ages 25 to 35, who belong to Generation Z’s working in the higher education system. Structural equation modeling and descriptive analysis assessed the data. While biometric systems enhance discipline, they may dampen morale. Implementing systems fairly and maintaining flexibility is vital. The study underscores the importance of evaluating employees based on achievements. It sheds light on biometric systems’ role in attendance management and organizational performance, aiding HR practices. The results showed no significant effect of Employee Management Practices (EMP) on organization performance through Biometric Attendance Technology (BAT) (B = 0.049, t = 1.330, p = 0.184). Nor significant effects of Organizational Performance Metrics (OPM) (B = 0.019, t = 0.608, p = 0.543). Technological Infrastructure (TI) (B = 0.019, t = 0.2461, p = 0.645), or Satisfaction and Engagement (ESE) (B = 0.057, t = 1.381, p = 0.167) on organization performance through Biometric Attendance Technology. The mediator impact was also found to be not significant (P > 0.05). Therefore, both direct and specific indirect effects were not significant. Indicating that Biometric Attendance Technology does not mediate the relationship between these variables and organizational performance.

This study examines how the framing of organizational gender-equity policies shapes support among Generation Z employees. Drawing on performativity (Butler, 1990) and intersectionality (Crenshaw, 1991), we conceptualize framing as mediating how Gen Z employees perceive equity initiatives. Using a mixed-methods design, we combine survey data from 4,861 Gen Z respondents in 30 countries with directed content analysis of four HR policy documents (coded for equity vs enforcement, identity recognition, and youth engagement). Results reveal a gender gap: Gen Z women strongly endorse inclusive equity measures, consistent with evidence that women show stronger support for equality policies, whereas Gen Z men are more skeptical of policies framed as exclusive or punitive – mirroring polls finding many Gen Z men say equality efforts have gone too far. These findings suggest that performative policy framing activates social identities differently by gender and that intersectional policy language affects reception. Practically, we recommend framing equity initiatives in terms of shared fairness and collective benefit, using transparent rationale and inclusive identity language. Gen Zers expect fair pay, inclusive policies, and transparency, so HR communications should emphasize fairness and allyship to enhance legitimacy and support among this cohort.