Unlocking Gen-Z employee potential: the role of strategic leadership and organizational culture
DOI:
https://doi.org/10.34117/bjdv10n11-033Keywords:
strategic leadership, organizational culture, Gen-Z, employee performance, Makassar CityAbstract
This study aims to examine the role of strategic leadership and organizational culture in optimizing the potential of Generation Z (Gen-Z) employees in the modern work environment. Gen-Z has unique characteristics, such as high adaptability to technology and a strong desire to achieve work-life balance, which requires a more inclusive and dynamic leadership approach and organizational culture. Through a quantitative approach, this study uses the Partial Least Squares Structural Equation Modeling (PLS-SEM) method to analyze the relationship between strategic leadership and organizational culture on the performance of Gen-Z employees. Data were obtained from a survey of 96 Gen-Z employees working in various industrial sectors. The results of the study indicate that strategic leadership involving open communication, innovation, and long-term vision does not have a positive and significant effect on Gen-Z motivation and performance. In addition, an organizational culture that supports collaboration, flexibility, and personal development has also been shown to play an important role in improving their performance. This study underlines the importance of the role of strategic leaders in creating an organizational culture that is aligned with the expectations and values of Generation Z, so that they can optimize their potential to the fullest. The practical implications of this study provide guidance for managers and organizational policy makers to design effective leadership strategies in the era of a multigenerational workforce.
References
DEWI, P., & Fitrio, T. (2022). The Role of Adaptive Millennial Leadership, Organizational Culture, and Competency As a Strategy To Increase Employee Performance. Jurnal Aplikasi Manajemen, 20(3), 697–710. https://doi.org/10.21776/ub.jam.2022.020.03.17
DI DOMENIco, S. I., & Ryan, R. M. (2017). The emerging neuroscience of intrinsic motivation: A new frontier in self-determination research. Frontiers in Human Neuroscience, 11(March), 1–14. https://doi.org/10.3389/fnhum.2017.00145
GABRIEL, D. O., Alwis, C. D. T. V. De, Jayang, E. A., & Wai, S. L. C. (2022). The Impact of Transformational Leadership on Generation Z Employee Retention and Innovative Behaviour: A Case of the Malaysian Hotel Industry. International Journal of Multicultural and Multireligious Understanding, 9(4), 35–53. http://ijmmu.comhttp//dx.doi.org/10.18415/ijmmu.v9i4.3667
GHOZALI, I. (2021). Partial Least Square: Konsep, Teknik dan Aplikasi Menggunakan Smart PLS 3.2.9 (3rd ed.). Universitas Diponegoro.
HAFIDZ, G. P., & Noviyati, M. (2022). Analisis Motivasi Kerja, Kepemimpinan Transformasional Dan Budaya Organisasi Terhadap Kinerja Karyawan Dimediasi Kepuasan Kerja Pada Angkatan Kerja Generasi Z. Fair Value: Jurnal Ilmiah Akuntansi Dan Keuangan, 4(7), 2763–2773. https://doi.org/10.47007/jeko.v11i2.3503
HAIR, J. F., Risher, J. J., Sarstedt, M., & Ringle, C. M. (2019). When to use and how to report the results of PLS-SEM. European Business Review, 31(1), 2–24. https://doi.org/10.1108/EBR-11-2018-0203
Hardian, V., & Eric Hermawan. (2022). Gaya Kepemimpinan Transformatif Untuk Gen Z. KENDALI: Economics and Social Humanities, 1(1), 32–38. https://doi.org/10.58738/kendali.v1i1.15
Haryono, S. (2017). Metode SEM untuk penelitian manajemen dengan AMOS LISREL PLS. Luxima Metro Media, 450.
KATHARINA, L. P. P., & Dewi, A. . S. K. (2020). The Effect of Career Development on Employee Performance Through Work Satisfaction As a Variable of Mediation. International Journal of Business, Economics and Law, 22(1), 1–7.
MAFRUDOH, M. (2023). Impact of Organizational Culture on Employee Performance. Journal of Finance, Economics and Business, 1(2), 65–82. https://doi.org/10.1109/EMR.2013.2259972
NADJMUDIN, R. U., & Frendika, R. (2020). Pengaruh Gaya Kepemimpinan Mileniall Terhadap Kinerja Karyawan. Prosiding Manajemen, 2(2), 186–193. https://doi.org/10.29313/.v6i2.24039
NOVA, T. K., Adam, M., & Harmen, H. (2022). The Effect of Organizational Culture and Leadership Style on Employee Performance of Telkom Aceh Region: Generation Z as Moderator. International Journal of Scientific and Management Research, 05(08), 58–66. https://doi.org/10.37502/ijsmr.2022.5805
NURJANAH, U., & Suherman, E. (2022). Maslow’S Theory Study: Employee Work Motivation Approach. Enrichment: Journal of Management, 12(2), 1775–1784.
Pardede, R. M. (2024). Implementasi Gaya Kepemimpinan Transformatif Terhadap Motivasi Kerja Generasi Z. Judge: Jurnal Hukum, 05(02), 275–283. https://doi.org/10.54209/judge.v5i02.588
PATUAN Panjaitan, H., Awal, M., Komardi, D., Josephus Swanto Tjahjana, D., & Purnama, I. (2023). Organizational Culture, Leadership, and Competency on Job Satisfaction and Employees Performance at the Public Works and Spatial Planning Office of Pekanbaru. Business Management and Accounting (ICOBIMA), 1(2), 401–416. https://doi.org/10.35145/icobima.v1i2.3065
PUTRI, K. (2024). Apakah Gen-Z memiliki Budaya Organisasi dan Komitmen Organisasi yang lebih tinggi terhadap Prestasi Kerja dibandingkan generasi lainnya? Jurnal Manajemen Dan Bisnis Madani, 6(2), 48–67. https://doi.org/10.51353/jmbm.v6i2.932
THILAGAVATHY, S., & Geetha, S. . (2023). Work-life balance -a systematic review. Vilakshan - XIMB Journal of Management, 20(2), 258–276. https://doi.org/10.1108/xjm-10-2020-0186
WASSERBAUER, M. (2024). Factors Affecting Generation Z Employee Performance : Analysis of Organizational Culture , Leadership Style and Information Technology. International Journal of Advanced Multidisciplinary, 2(4), 1059–1069. https://doi.org/10.38035/ijam.v2i4
