The mediating role of career resilience on Gen Z’s emotional intelligence and career outcomes

Bhagyashree Barhate, Bradley G Winton, Casey Maugh Funderburk
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Abstract

Purpose

This study aims to investigate the mediating effect of career resilience (CR) on Generation Z’s emotional intelligence (EI) and perceived career outcomes such as career satisfaction (CSAT), burnout and intention to leave a career. In its short organizational tenure, Gen Z has faced the adverse effects of global events affecting their views of career and, ultimately, CR.

Design/methodology/approach

A cross-sectional survey method was used to test the hypothesized relationship. A total sample of 160 respondents were assessed. Hypotheses in this study were tested by using Hayes’s (2018) PROCESS tool based on OLS regression and with a bootstrap method.

Findings

The most significant finding of this study concludes that although small, CR has a positive mediating indirect effect on Gen Z’s CSAT and burnout. However, contrary to past findings, we found a negative relationship between Gen Z’s EI and CR. Furthermore, although EI and CSAT have a positive relationship, CR and CSAT are negatively correlated. Meanwhile, Gen Z’s EI through CR positively affects Gen Z’s CSAT.

Research limitations/implications

The study has implications for how organizations can attract, retain and engage Gen Z.

Originality/value

Despite Gen Z being a part of the workforce for at least six years, limited empirical research on Gen Z has been published. Indeed, Gen Z’s workforce inexperience does not yield in-depth explanations of CR concepts; however, as we continue to learn more about Gen Z and their interactions with the work environment, the authors begin to get a peek into the future of the workforce.

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职业适应力对 Z 世代情商和职业成果的中介作用
目的 本研究旨在探讨职业复原力(CR)对 Z 世代的情绪智力(EI)以及职业满意度(CSAT)、职业倦怠和离职意向等感知职业结果的中介效应。在其短暂的组织任期内,Z 世代面临着全球事件的不利影响,这些事件影响了他们对职业的看法,并最终影响了职业复原力。共对 160 名受访者进行了评估。本研究中的假设使用 Hayes(2018 年)的 PROCESS 工具进行了检验,该工具基于 OLS 回归,并采用了引导法。研究结果本研究最重要的发现得出结论,尽管规模较小,但 CR 对 Z 世代的 CSAT 和职业倦怠具有积极的间接中介效应。然而,与以往的研究结果相反,我们发现 Z 世代的 EI 与 CR 之间存在负相关。此外,虽然 EI 与 CSAT 呈正相关,但 CR 与 CSAT 呈负相关。同时,Z一代的EI通过CR对Z一代的CSAT产生积极影响。研究局限/意义本研究对企业如何吸引、留住和雇用Z一代具有启示意义。原创性/价值尽管Z一代成为劳动力的一部分至少已有六年时间,但有关Z一代的实证研究却十分有限。事实上,Z 世代的工作经验不足,无法对公司责任的概念进行深入解释;但是,随着我们不断了解 Z 世代及其与工作环境的互动,作者开始窥探到劳动力的未来。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
5.10
自引率
13.60%
发文量
53
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