ArticleCurrent psychology (New Brunswick, N.J.)2022
Generation Z software employees turnover intention.
Article in Current psychology (New Brunswick, N.J.), 2022. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 4 papers.
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Who cites it
4 citing papers in PubMed, 29 citations in OpenAlex.
- The impact of social expectation pressure on turnover intention among Generation Z employees: a psychological mechanism analysis based on social comparison theory.Frontiers in psychology · 2026Article
- The influence of resonant leadership on teachers' innovative behavior: The mediating mechanism of information processing models.PloS one · 2025Article
- Digital natives of the labor market: Generation Z as future leaders and their perspectives on leadership.Frontiers in psychology · 2024Article
- The Moderating Effect of Flexible Work Option on Structural Empowerment and Generation Z Contextual Performance.Behavioral sciences (Basel, Switzerland) · 2023Article
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Authors and funding
2 authors at 2 institutions in 2 countries.
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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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