The work engagement of generation Z The role of transformational leadership behaviour mediated by younger employees’ personal identification with their leader and moderated by leaders’ mental well-being
Employees from generation Z are the youngest generation that are now entering the labour market. This generation brings some new (technical) knowledge to the workplace and is more ambitious than previous generations. However, this generation is negatively stereotyped by a lower work engagement. An emerging challenge is to understand the mechanisms that ensure the work engagement of the employees from generation Z in the relation with transformational leadership behaviour. In this study, the mechanisms that are used to understand this relationship are younger employees’ personal identification with their leader and leaders’ mental well-being with the aim of examining whether there is an relationship between transformational leadership behaviour and the work engagement of younger employees from generation Z and if this relationship is influenced by the mediating role of the personal identification of the younger employees with their leader and the moderating role of leaders’ mental well-being. To answer the research question of this study a quantitative dyadic survey-base study is conducted. This means that the data is obtained from Dutch leaders as well of their employees to consider different perceptions. For collecting the data, a non-probability, voluntary and snow-ball sampling technique is used, and the collected data is analysed by a correlational and multiple regression analysis. The results showed that there are two positive significant relationships, namely between transformational leadership behaviour and the work engagement of younger employees from generation Z, and between younger employees’ personal identification and their work engagement, independent from the enacted leadership behaviour. This means that a direct effect of transformational leadership behaviour on younger employees’ work engagement is found, but this relationship is not affected by the mediating and moderating effect. More research is needed to get a better insight in the mechanisms that influence younger employees’ work engagement and how they are created.
Faculteit der Managementwetenschappen