Gaan Niharika, Shin Yuhyung
MDI Murshidabad, Murshidabad, West Bengal India.
School of Business, Hanyang University, Seoul, Korea.
Curr Psychol. 2022 Oct 20:1-16. doi: 10.1007/s12144-022-03847-9.
This study applied the social exchange and social identity theories to investigate the association among resonant leadership, self-efficacy, organizational identification, work performance, and turnover intentions in Generation-Z (Gen-Z) software professionals. The study sampled 73 leader-subordinate dyads from 10 large-scale software companies in India through an online survey. Hierarchical linear modeling, including multilevel mediation, was conducted to test the proposed model. The results of this study revealed the cross-level effect of resonant leadership on the work-related outcomes among the Gen-Z software operators based on two psychological mediators, namely, self-efficacy and organizational identification. It suggests that resonant leadership could be the potential driver to manage the predominant psychological factors of the incoming cohort group of Gen-Z software professionals, which yield positive work outcomes. Based on the empirical evidence, the software companies can devise suitable intervention mechanisms to enhance productivity and reduce turnover intentions of the Gen-Z cohort. Thus, this study is a novel attempt to establish a comprehensive theoretical framework that provides a broad scope for future research to investigate the mechanisms which manage the expectations of Gen-Z cohorts.
本研究运用社会交换理论和社会认同理论，调查了Z世代软件专业人员中共鸣领导力、自我效能感、组织认同、工作绩效和离职意向之间的关联。该研究通过在线调查，从印度10家大型软件公司抽取了73对领导-下属二元组作为样本。进行了包括多层次中介的分层线性建模，以检验所提出的模型。本研究结果揭示了基于自我效能感和组织认同这两个心理中介因素，共鸣领导力对Z世代软件操作人员工作相关结果的跨层次效应。这表明共鸣领导力可能是管理Z世代软件专业人员这一新一代群体主要心理因素的潜在驱动力，这些因素会产生积极的工作成果。基于实证证据，软件公司可以设计合适的干预机制，以提高Z世代群体的生产力并降低其离职意向。因此，本研究是一次新颖的尝试，旨在建立一个全面的理论框架，为未来研究调查管理Z世代群体期望的机制提供广阔的空间。
