The Effects of Characteristics and Followership of Millennials and Generation Z on Organizational Commitment : An Analysis of the Mediating Effects of Job Satisfaction and Differences Between Generations

The MZ generation is expected to account for 83% of the domestic workforce by 2025(Lee, J. W., 2019) and will play a key role in the future economy. Recently, issues such as the declining organizational adaptability of the MZ generation and frequent resignations have negatively impacted corporate management. This study analyzes the effects of autonomy, needs for achievement, Work-Life Balance(work-family balance, work-leisure balance) and followership on organizational commitment among the MZ generation, and examines the mediating effect of job satisfaction among these factors, followed by an analysis of the differences in moderating effects between generations. Data was collected from 336 MZ generation employees nationwide, and hypotheses were tested using hierarchical regression analysis. The analysis results showed that, first, needs for achievement, work-leisure balance, and followership had significant effects on job satisfaction, while autonomy and work-family balance did not . Second, work-leisure balance and followership had significant effects on organizational commitment, while autonomy, needs for achievement, and work-family balance did not. Third, job satisfaction had a significant effect on organizational commitment, and the mediation test showed that needs for achievement had a full mediating effect. Work-leisure balance and followership showed partial mediating effects. Fourth, the influence of job satisfaction was greatest for needs for achievement, followed by followership and work-leisure balance, while organizational commitment was greatest for followership, followed by work-leisure balance. Fifth, the test of moderating effect differences based on generational classification showed that the moderating effects of work-leisure balance and followership were significant, with Generation Z showing a higher influence of these factors on organizational commitment. The implications of this study are that it emphasize the need for improving the work environment and strengthen collaboration capabilities to engage the MZ generation whithin the organizations, as well as the need for followership that reflects the characteristics of the MZ generation. In conclusion, this study provided practical measures to enhance the organizational commitment of MZ generation employees, there by Practical and academic implications for human resource development.