Objectives:
The scientific value of descriptive categories in management research fundamentally dictates the quality of outcomes. As an applied science, management faces a persistent challenge: critically evaluating the transformation of practitioner-led "buzzwords" into rigorous scientific constructs. This study focuses on the category "Generation Z," aiming to provide a three-level verification of its utility within the field of Human Resource Management (HRM).

Material and methods:
Adopting a mixed-methods approach, the research integrates qualitative and quantitative analyses tailored to the unique requirements of each investigative sub-objective. The relational paradigm is a key reference point for data synthesis and interpretation. It also provides guidelines for using the study's findings

Results:
The "Generation Z" category was assessed for validity, credibility, and usability. The results determine the scientific and pragmatic value of the "Generation Z" category. Characteristics of Gen Z, confirmed by respondents, were also identified.

Conclusions:
The study posits that the value of this category depends on the process of its social and scientific construction. Based on this conclusion, in management, rather than viewing the label as an invalid demographic descriptor, it can be leveraged to foster organizational cohesion. This shift in perspective—moving from a popular descriptor to an HRM development tool—represents an original, evidence-based contribution that bridges the gap between popular discourse and scientific rigor.