Taibah Daliah, Ho Theresa C F
Collage of Business Administration, University of Business and Technology, Jeddah 21361, Saudi Arabia.
Azman Hashim Business School, Universiti Teknologi Malaysia, Kuala Lumpur 54100, Malaysia.
Behav Sci (Basel). 2023 Mar 17;13(3):266. doi: 10.3390/bs13030266.
Leading and managing Generation Z can be a daunting task due to the distinct expectations, behaviours, and preferences they bring with them compared to prior generations. As such, when managing Gen Z workers, it is essential that leaders are aware of these variations to effectively manage their teams. Hence, this research endeavours to investigate the role of flexible work options on strengthening the relationship between structural empowerment and contextual work performance among Generation Z. This study employed a quantitative approach via an online questionnaire distributed to full- or part-time employed Gen Z workers in Jeddah, Saudi Arabia working within the wholesale and retail sectors. The purpose of this study is, therefore, to determine the impact of the moderating effect of flexible work options on the relationship between structural empowerment and Gen Z employee work performance. The findings suggest that H1, the moderating effect of the flexible work option on the opportunity and contextual work performance relationship, is not supported, while H2 and H3, the moderating effect of the Flexible work option on the relationships of support as well as information and contextual work performance, are both supported. However, it has a negative effect on the relationship between access to support and Gen Z contextual work performance and a positive effect on the relationship between access to information and Gen Z contextual work performance. The study's findings highlight the necessary structural empowerment for enhancing Generation Z's contextual work performance, offering useful information to management, policy makers, and the business as a whole.
领导和管理Z世代可能是一项艰巨的任务，因为与前几代人相比，他们有着不同的期望、行为和偏好。因此，在管理Z世代员工时，领导者必须了解这些差异，以便有效地管理团队。因此，本研究旨在探讨灵活工作选择在加强Z世代结构赋权与情境工作绩效之间关系方面的作用。本研究采用定量方法，通过在线问卷对沙特阿拉伯吉达从事批发和零售行业的全职或兼职Z世代员工进行调查。因此，本研究的目的是确定灵活工作选择的调节作用对结构赋权与Z世代员工工作绩效之间关系的影响。研究结果表明，假设1（灵活工作选择对机会与情境工作绩效关系的调节作用）未得到支持，而假设2和假设3（灵活工作选择对支持以及信息与情境工作绩效关系的调节作用）均得到支持。然而，它对获得支持与Z世代情境工作绩效之间的关系有负面影响，对获得信息与Z世代情境工作绩效之间的关系有正面影响。该研究结果强调了增强Z世代情境工作绩效所需的结构赋权，为管理层、政策制定者及整个企业提供了有用信息。
