Generational Differences as a Moderator of Relationships Between Transformational Leadership Style, Organizational Commitment, and Organizational Citizenship Behavior

https://doi.org/10.22146/gamajop.79322

Ferdinand Hindiarto(1*), Synthia Christin Widjaja(2), Daniel Purwoko Budi Susetyo(3)

(1) Faculty of Psychology, Soegijapranata Catholic University, Semarang, Indonesia
(2) Faculty of Psychology, Soegijapranata Catholic University, Semarang, Indonesia
(3) Faculty of Psychology, Soegijapranata Catholic University, Semarang, Indonesia
(*) Corresponding Author

Abstract


Today, three generations (Gen X, Y, Z) work together in various organizations, making it a challenge for
leaders to manage cross-generational employees. In addition, previous studies have found low levels of organizational
commitment and organizational citizenship behavior (OCB) among Gen Y and Z employees. This study aimed to explain how
generational differences moderate the relationships between transformational leadership style, organizational
commitment, and OCB. The participants in this study were 216 employees in Semarang who belonged to Gen X, Y, and Z.
Participants were recruited using convenience sampling. Data were analyzed using multigroup moderation on AMOS. The
results showed that generational difference moderates the influence of transformational leadership style on
organizational commitment and OCB. The strongest generational influences on organizational commitment and OCB were
observed in Gen Z.

Keywords


transformational leadership style; organizational commitment; OCB; generational differences

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DOI: https://doi.org/10.22146/gamajop.79322

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