The Mediating Role of Organizational Commitment in the Relationship Between Transformational Leadership and Turnover Intention Among Generation Z
Article Sidebar
Organizational Commitment,
Turnover Intention
Main Article Content
Abstract
Human resources play a vital role in the sustainability of industries and organizations. As such, human resource management (HRM) is responsible for providing competent workforce, maintaining its quality, and managing labor costs efficiently. One of the key challenges faced by organizations today is the high turnover intention among employees particularly within Generation Z, which is known for having distinct characteristics and expectations compared to previous generations. This study aims to examine the influence of transformational leadership on turnover intention among Generation Z employees, with organizational commitment serving as a mediating variable. Data were collected through a survey involving 193 Generation Z employees working at Company ABC. The analysis was conducted using path analysis techniques. The results indicate a significant indirect effect of transformational leadership on turnover intention through organizational commitment, with a coefficient of -0.135. This suggests that transformational leadership can meaningfully reduce employees’ intention to leave, particularly when it fosters stronger commitment to the organization. Furthermore, the findings confirm that organizational commitment effectively mediates the relationship between transformational leadership and turnover intention. These insights offer valuable implications for organizational management in addressing turnover issues among Generation Z employees especially by cultivating a workplace environment that promotes transformational leadership development.
Keywords: Turnover Intention, Kepemimpinan Transformasional, Organizational Commitment, Generasi Z
Article Details
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
References
Bass, B. M., & Avolio, B. J. (1994). Improving organizational effectiveness through transformational leadership. Sage Publications.
Bass, B. M., & Avolio, B. J. (1994). Improving organizational effectiveness through transformational leadership. Sage Publications.
Bass, B. M. (1990). From transactional to transformational leadership: Learning to share the vision. Organizational Dynamics, 18(3), 19–31. https://doi.org/10.1016/0090-2616(90)90061-S
Caillier, J. G. (2016). Does transformational leadership affect turnover intentions and extra-role behaviors through mission valence?. The American Review of Public Administration, 46(2), 226-242. https://doi.org/10.1177/0275074014551751
Cohen, A. (2003). Multiple commitments in the workplace: An integrative approach. Lawrence Erlbaum Associates Publishers. DOI:10.2307/20159060
Goh, E., & Lee, C. (2018). A workforce to be reckoned with: The emerging pivotal generation Z hospitality workforce. International Journal of Hospitality Management, 73, 20-28. https://doi.org/10.1016/j.ijhm.2018.01.016
Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61-89. https://doi.org/10.1016/1053-4822(91)90011-Z
Mobley, W. H. (1977). Intermediate linkages in the relationship between job satisfaction and employee turnover. Journal of Applied Psychology, 62(2), 237-240. https://doi.org/10.1037/0021-9010.62.2.237
Priporas, C. V., Stylos, N., & Fotiadis, A. K. (2017). Generation Z consumers' expectations of interactions in smart retailing: A future agenda. Computers in Human Behavior, 77, 374-381. https://doi.org/10.1016/j.chb.2017.02.058
Schroth, H. (2019). Are you ready for gen Z in the workplace?. California Management Review, 61(3), 5-18. https://doi.org/10.1177/0008125619841006
Twenge, J. M. (2019). Generations: The real differences between Gen Z, Millennials, Gen X, Boomers, and Silents—and what they mean for America’s future. Atria Books.
Wulandari, A., Listiarini, A., Palit, G. M., & Rohman, A. (2023). Burnout, leadership, and turnover intention among Generation Z in mining industry. International Journal of Innovation, Creativity and Change, 17(2), 1-26. Retrieved from https://www.researchgate.net/publication/372165905
What's the Big Data. (2024). Gen Z: Statistics, Data and Trends. What's the Big Data. https://whatsthebigdata.com/
Waldman, D. A., Carter, M. Z., & Hom, P. W. (2020). Leadership and turnover intention: A moderated mediation model of moral disengagement and ethical leadership. Journal of Business Ethics, 159(1), 105-118. https://doi.org/10.1007/s10551-017-3763-3