Abstract
Generation Z (Gen Z), born between 1995 and 2009, is projected to comprise 30% of the global workforce by 2030. With distinct values, aspirations, and preferences, Gen Z requires focused organizational attention, particularly regarding workplace well-being. Research highlights their strong preference for authentic leadership and supportive work environments. However, this generation also exhibits heightened vulnerability to stress and diminished well-being, which can negatively affect productivity and organizational outcomes. Workplace well-being has become a critical determinant of organizational success, reflecting the increasing demand for environments that prioritize employee welfare. Leadership plays a pivotal role in shaping workplace dynamics. Toxic leadership is associated with detrimental effects on employees’ mental and physical health, while authentic leadership, characterized by relational transparency, self-awareness, balanced processing, and internalized moral perspective, has been shown to enhance well-being. This study investigates the impact of authentic leadership on workplace well-being, with organizational belonging as a mediating variable. Using a quantitative methodology, data were collected from Gen Z employees across various sectors in Indonesia through surveys measuring authentic leadership, organizational belonging, and workplace well-being. The data were analyzed using multiple mediation analysis with SmartPLS 4. The findings contribute to the academic discourse on leadership, organizational belonging, and workplace well-being, with a particular focus on Generation Z. Additionally, this research provides practical recommendations for organizations seeking to enhance workplace well-being by fostering authentic leadership practices and cultivating organizational belonging among employees.
Details
Presentation Type
Paper Presentation in a Themed Session
Theme
KEYWORDS
AUTHENTIC LEADERSHIP, ORGANIZATIONAL BELONGING, WORKPLACE WELL-BEING, GENERATION Z
