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Como se relaciona a liderança responsável e o envolvimento no trabalho para a geração Z? : opapel mediador da identificação organizacional
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Este estudo explora a relação entre a liderança responsável (LR), e o envolvimento no trabalho (ET), através do papel mediador da identificação organizacional (IO), moderado pela geração Z. A liderança responsável é uma abordagem que enfatiza a responsabilidade ética dos líderes para com stakeholders internos e externos, integrando interesses económicos, ambientais e sociais. Foca-se em relações sustentáveis de confiança, numa cultura colaborativa e inclusiva, orientada para um propósito comum, que reconhece o impacto das suas decisões em múltiplas dimensões. O estudo criou um questionário online, onde foram aplicadas as escalas para avaliação das variáveis-chave, a uma amostra de 350 pessoas, obtida na plataforma Prolific. Os resultados deste estudo, mostram que enquanto a LR impacta positivamente o envolvimento no trabalho de todas as gerações, apenas na geração Z a identificação organizacional atua como mediadora desta relação. Para outras gerações, a LR afeta diretamente o envolvimento no trabalho, sugerindo que outros fatores geracionais influenciam essa relação, e a necessidade de abordagens específicas para diferentes perfis geracionais. A LR confirma, assim, a sua importância no campo organizacional, dada a sua capacidade para integrar uma grande amplitude de preocupações e necessidades. Esta prática de liderança, considera a motivação de diferentes gerações, promovendo um ambiente que beneficia tanto colaboradores quanto organizações. Este estudo confirma que a LR, ao reconhecer e responder às necessidades de cada grupo geracional, torna-se fundamental ao antecipar comportamentos, e melhorar práticas de gestão, garantindo impactos positivos na sustentabilidade empresarial.
This study explores the relationship between responsible leadership (RL) and work engagement (WE), through the mediating role of organizational identification (OI), moderated by Generation Z. Responsible leadership is an approach that emphasizes the ethical responsibility of leaders towards internal and external stakeholders, integrating economic, environmental, and social interests. It focuses on sustainable relationships of trust, within a collaborative and inclusive culture, oriented towards a common purpose that acknowledges the impact of decisions across multiple dimensions. The study developed an online questionnaire, applying scales to assess key variables to a sample of 350 individuals, obtained via the Prolific platform. The results of this study show that while RL positively impacts work engagement across all generations, only in Generation Z does organizational identification act as a mediator in this relationship. For other generations, RL directly affects work engagement, suggesting that generational factors influence this relationship and highlighting the need for tailored approaches for different generational profiles. RL thus confirms its importance in the organizational field due to its ability to integrate a broad range of concerns and needs. This leadership practice considers the motivation of different generations, promoting an environment that benefits both employees and organizations. This study confirms that RL, by recognizing and addressing the needs of each generational group, becomes essential for anticipating behaviors and improving management practices, ensuring positive impacts on business sustainability.
This study explores the relationship between responsible leadership (RL) and work engagement (WE), through the mediating role of organizational identification (OI), moderated by Generation Z. Responsible leadership is an approach that emphasizes the ethical responsibility of leaders towards internal and external stakeholders, integrating economic, environmental, and social interests. It focuses on sustainable relationships of trust, within a collaborative and inclusive culture, oriented towards a common purpose that acknowledges the impact of decisions across multiple dimensions. The study developed an online questionnaire, applying scales to assess key variables to a sample of 350 individuals, obtained via the Prolific platform. The results of this study show that while RL positively impacts work engagement across all generations, only in Generation Z does organizational identification act as a mediator in this relationship. For other generations, RL directly affects work engagement, suggesting that generational factors influence this relationship and highlighting the need for tailored approaches for different generational profiles. RL thus confirms its importance in the organizational field due to its ability to integrate a broad range of concerns and needs. This leadership practice considers the motivation of different generations, promoting an environment that benefits both employees and organizations. This study confirms that RL, by recognizing and addressing the needs of each generational group, becomes essential for anticipating behaviors and improving management practices, ensuring positive impacts on business sustainability.
Descrição
Palavras-chave
Liderança responsável Envolvimento no trabalho Identificação organizacional Geração Z Responsible leadership Work engagement Organizational identification Generation Z
Contexto Educativo
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Editora
Licença CC
Sem licença CC