Katsaros Kleanthis K
Department of Food Science & Technology, School of Agricultural Sciences, University of Patras, G. Seferi 2, 30100 Agrinio, Greece.
Behav Sci (Basel). 2025 Feb 5;15(2):171. doi: 10.3390/bs15020171.
Based on social exchange theory and the norm of reciprocity, the current study proposes a mediation model to assess the role of employee voice behavior (promotive and prohibitive) on the relationship between leadership (i.e., transformational, inclusive, and adaptive) and Gen Z employees' adaptive performance (AP). Research data were obtained from 195 Gen Z employees and their supervisors from a group of luxury hotels located in Greece that had experienced a major cultural shift. The research model was examined using the structural equation modeling technique (SEM) with maximum likelihood estimation using the analysis of moment structures program (AMOS version 24). The research findings indicate that (a) all three leadership approaches positively influence Gen Z employees' AP, (b) promotive voice behavior mediates the relationship between all leadership approaches and Gen Z employees' AP, and (c) prohibitive voice behavior mediates the relationship between inclusive leadership and Gen Z employees' AP. The results suggest that by implementing human-centered practices and procedures to positively influence Gen Z employees' voice behavior, tourism leaders/managers can increase their AP.
基于社会交换理论和互惠规范，本研究提出了一个中介模型，以评估员工建言行为（促进性和禁止性）在领导风格（即变革型、包容性和适应性）与Z世代员工适应性绩效（AP）之间关系中的作用。研究数据来自希腊一组经历了重大文化转变的豪华酒店的195名Z世代员工及其主管。使用结构方程建模技术（SEM）和矩结构分析程序（AMOS 24版）的最大似然估计对研究模型进行了检验。研究结果表明：（a）所有三种领导方式都对Z世代员工的适应性绩效产生积极影响；（b）促进性建言行为在所有领导方式与Z世代员工适应性绩效之间起中介作用；（c）禁止性建言行为在包容性领导与Z世代员工适应性绩效之间起中介作用。结果表明，通过实施以人为本的做法和程序来积极影响Z世代员工的建言行为，旅游领导者/管理者可以提高他们的适应性绩效。
