The impact of transformational leadership, organizational culture and hybrid work space on Gen Z’s retention: The Mediating Role of job satisfaction

Abstract

Purpose: The purpose of this study is ton investigate the role of transformational leadership, organizational culture, and hybrid workplace on the retention of Gen Z workforce, in an effort to shed light on the necessity for technological integration at the work place in the form of hybrid spaces given that fact that Gen Z’s intellectual and labor development was entirely dependent on technology and reliant on remote or online work. Methodology: In this study, a descriptive explanatory design was followed for providing a through and detailed comprehension on the relationship between the chosen variables and their impact on the retention of Gen Z. A mixed-method approach was employed, combining qualitative and quantitative approaches together to study retention of Gen Z within the context of MSA University. Data collection involved conducting a case-study on Gen Z students in October University for Modern Sciences and Arts (MSA), gaining in depth insights and understanding on the carefully selected sample for validating the research hypotheses. Furthermore, surveys, in the form of digitalized structured questions, were utilized and distributed digitally and physically to the sample audience for obtaining primary data understanding their behaviors, attitudes and perspectives. With a sample composed of students, teaching assistants and assistant lecturers, a cross-sectional time horizon was followed, gathering data once from the respondents during the period between April and May. Simple random and systematic sampling techniques were adopted to ensure reduced bias and proper representation of the sample. Such methodology framework enabled the researcher to practice a reliable and valid examination with findings that displayed robust combination of detail and comprehension on the influence if the chosen variables on retention of Gen Z. Findings: Transformational leadership and hybrid workspaces have a positive significant effect on retention of Gen Z, with organizational culture proving to be being an insignificant variable in this research. Job satisfaction, as a mediator, revealing strength iv | P a g e and significance in mediating the relationship between transformational leadership and hybrid workspaces, and retention, eradicating any effect resulting from the direct relation between the independent variables and retention. Implications: The research contributes to the business literature through the establishment of three contributions, for the sake of unraveling studies on the published findings on the determinants under study by employing deepened on their findings, in addition to providing an overview discussion on factors influencing Gen Z retention, with theoretical, practical and policy makers’ implication proposed on the study at hand.