Generation Z software employees turnover intention
- Authors
- Gaan, Niharika; Shin, Yuhyung
- Issue Date
- Oct-2022
- Publisher
- SPRINGER
- Keywords
- Resonant leadership; Work performance; Self-efficacy; Organizational identification; Turnover intention
- Citation
- CURRENT PSYCHOLOGY, v.42, no.31, pp.27344 - 27359
- Indexed
- SSCI
SCOPUS
- Journal Title
- CURRENT PSYCHOLOGY
- Volume
- 42
- Number
- 31
- Start Page
- 27344
- End Page
- 27359
- URI
- https://scholarworks.bwise.kr/hanyang/handle/2021.sw.hanyang/192088
- DOI
- 10.1007/s12144-022-03847-9
- ISSN
- 1046-1310
- Abstract
- 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.
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