Generation Z software employees turnover intention
DC Field | Value | Language |
---|---|---|
dc.contributor.author | Gaan, Niharika | - |
dc.contributor.author | Shin, Yuhyung | - |
dc.date.accessioned | 2023-11-14T06:31:20Z | - |
dc.date.available | 2023-11-14T06:31:20Z | - |
dc.date.created | 2022-11-02 | - |
dc.date.issued | 2022-10 | - |
dc.identifier.issn | 1046-1310 | - |
dc.identifier.uri | https://scholarworks.bwise.kr/hanyang/handle/2021.sw.hanyang/192088 | - |
dc.description.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. | - |
dc.language | 영어 | - |
dc.language.iso | en | - |
dc.publisher | SPRINGER | - |
dc.title | Generation Z software employees turnover intention | - |
dc.type | Article | - |
dc.contributor.affiliatedAuthor | Shin, Yuhyung | - |
dc.identifier.doi | 10.1007/s12144-022-03847-9 | - |
dc.identifier.scopusid | 2-s2.0-85140235088 | - |
dc.identifier.wosid | 000870676300002 | - |
dc.identifier.bibliographicCitation | CURRENT PSYCHOLOGY, v.42, no.31, pp.27344 - 27359 | - |
dc.relation.isPartOf | CURRENT PSYCHOLOGY | - |
dc.citation.title | CURRENT PSYCHOLOGY | - |
dc.citation.volume | 42 | - |
dc.citation.number | 31 | - |
dc.citation.startPage | 27344 | - |
dc.citation.endPage | 27359 | - |
dc.type.rims | ART | - |
dc.type.docType | Article; Early Access | - |
dc.description.journalClass | 1 | - |
dc.description.isOpenAccess | N | - |
dc.description.journalRegisteredClass | ssci | - |
dc.description.journalRegisteredClass | scopus | - |
dc.relation.journalResearchArea | Psychology | - |
dc.relation.journalWebOfScienceCategory | Psychology, Multidisciplinary | - |
dc.subject.keywordPlus | PERCEIVED ORGANIZATIONAL SUPPORT | - |
dc.subject.keywordPlus | LEADER-MEMBER EXCHANGE | - |
dc.subject.keywordPlus | SOCIAL IDENTITY | - |
dc.subject.keywordPlus | RESONANT LEADERSHIP | - |
dc.subject.keywordPlus | WORKPLACE EMPOWERMENT | - |
dc.subject.keywordPlus | NURSING LEADERSHIP | - |
dc.subject.keywordPlus | JOB-SATISFACTION | - |
dc.subject.keywordPlus | WORK | - |
dc.subject.keywordPlus | IDENTIFICATION | - |
dc.subject.keywordPlus | BEHAVIOR | - |
dc.subject.keywordAuthor | Resonant leadership | - |
dc.subject.keywordAuthor | Work performance | - |
dc.subject.keywordAuthor | Self-efficacy | - |
dc.subject.keywordAuthor | Organizational identification | - |
dc.subject.keywordAuthor | Turnover intention | - |
dc.identifier.url | https://link.springer.com/article/10.1007/s12144-022-03847-9 | - |
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