Leadership Preferences of Gen Z Employees

Date of Award

5-1-2023

Document Type

Thesis

Degree Name

Master of Arts in Psychology, Concentration in Industrial-Organizational Psychology (Thesis Program)

First Advisor

Mendiola T. Calleja, PhD

Abstract

The research aims to explore the leadership preferences of Gen Z employees and determine whether having leaders that align with this schema contributes to the employee’s productivity, satisfaction, and retention, through the lens of Implicit Leadership Theory. The study utilized a sequential exploratory mixed-method design– qualitative then quantitative. Interviews were conducted with 40 Gen Z employees (born 1995 to 2001) to determine the characteristics of their preferred leader. A survey questionnaire was developed to validate the qualitative findings among 132 Gen Z employees and determine whether their leaders exemplify their preferred leader characteristics and how this congruence influences their perceived productivity, job satisfaction, and intent to stay in their organization. Structural equation modeling was used to test the proposed relationships and the mediating role of quality of relationship with the leader (supervisor) in the model. Seven preferred leader characteristics emerged from the analyses: Approachable, respects and listens, Mentors, Competent and systematic, Decides and delegates fairly, gives autonomy and trust, Supports career and personal growth, and Values personal relationship. Based on the Structural Equation Modeling (SEM) results, the Quality of relationship with supervisor mediates the relationship among leadership schema and positive employee attitudes and behaviors. This contributes to the current knowledge on Gen Z employees by identifying whether alignment in leadership schemas translates to positive org behavior and attitudes vis-à-vis relationship with their leader. Doing so may help organizations craft programs and organization activities that will attract, motivate, and retain Gen Z employees.

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