FACTORS INFLUENCING JOB SATISFACTION AMONG GENERATION Z IN BANGKOK AND METROPOLITAN AREAS
Keywords:
Leadership, Organizational culture, Organizational climate, SatisfactionAbstract
This research aimed to investigate the influence of transformational leadership, organizational culture, and perceived organizational climate on the job satisfaction of Generation Z employees in Bangkok and the metropolitan areas. Using a quantitative research design, data were collected through structured questionnaires administered to a sample of 400 Generation Z employees selected via cluster sampling and convenience sampling techniques. The data were analyzed using descriptive statistics (frequency, percentage, mean, and standard deviation) and multiple regression analysis. The findings indicated that
1) Transformational leadership, specifically idealized influence, inspirational motivation, and individualized consideration, had a statistically significant effect on the job satisfaction of Generation Z employees at the .05 level of significance.
2)Organizational culture, particularly adaptive, goal-oriented, and clan cultures, significantly influenced the job satisfaction of Generation Z employees at the .05 level of significance.
3) Perceived organizational climate, including participation, structure, rewards, career advancement and development, and control, significantly affected the job satisfaction of Generation Z employees at the .05 level of significance.
Therefore, administrators should focus on inspiring and supporting employees, promoting an organizational culture that values adaptability and shared goals, and fostering a positive organizational climate that encourages participation, provides opportunities for growth, and ensures fair and transparent reward systems to enhance job satisfaction among Generation Z employees.
Downloads
References
พิริยากร ดอนนอก. (2566). ปัจจัยที่ส่งผลต่อความพึงพอใจต่องาน ต่อองค์กร และความตั้งใจในการทำงานต่อของพนักงาน Generation Y และ Z [สารนิพนธ์ปริญญามหาบัณฑิต, มหาวิทยาลัยมหิดล].
มัทนา โทปุรินทร์ และคณะ. (2565). ความพึงพอใจและความต้องการของนิสิตที่มีต่อหลักสูตรศิลปศาสตรบัณฑิต คณะมนุษยศาสตร์ มหาวิทยาลัยศรีนครินทรวิโรฒ. [การค้นคว้าอิสระปริญญามหาบัณฑิต, มหาวิทยาลัยศรีนครินทรวิโรฒ].
Avolio, B. J., & Bass, B. M. (2004). Multifactor leadership questionnaire. Mind Garden.
Bass, B. M. (1985). Leadership and performance beyond expectations. Free Press.
Bass, B. M., & Riggio, R. E. (2006). Transformational leadership (2nd ed.). Lawrence Erlbaum Associates.
Bass, B. M., & Riggio, R. E. (2021). Transformational leadership (3rd ed.). Routledge.
Cameron, K. S., & Quinn, R. E. (2022). Diagnosing and changing organizational culture: Based on the competing values framework (4th ed.). Wiley.
Chang, L. (2022). Individualized consideration and job satisfaction among Gen Z employees: A cross-sectional study. Journal of Organizational Psychology, 22(3), 56–69.
Chen, Y., & Tian, L. (2022). Performance-oriented culture and employee outcomes: Evidence from young professionals. Asian Business Research Journal, 14(2), 112–126.
Denison, D. R. (1990). Corporate culture and organizational effectiveness. Wiley.
Deloitte. (2023). Global Gen Z and millennial survey 2023. Deloitte. www2.deloitte.com
Garcia, M. A., Lopez, R. P., & Huang, J. (2022). Ethical leadership and employee trust: The mediating role of ideological influence. Journal of Business Ethics, 175(4), 987–1003.
Gomez, C. R., & Taylor, S. M. (2023). Career development opportunities and employee satisfaction in the Gen Z workforce. Human Resource Development International, 26(1), 45–62.
Miller, T. A. (2023). Inspiring the next generation: Visionary leadership and meaningful work among Gen Z employees. Leadership Quarterly, 34(1), 103–119.
Park, J., & Lee, H. J. (2023). Structural clarity and role satisfaction among new-generation employees in South Korea. Asia Pacific Journal of Human Resources, 61(2), 210–227.
Schneider, B., Ehrhart, M. G., & Macey, W. H. (2013). Organizational climate and culture. Annual Review of Psychology, 64, 361–388.
Shelli. (1995). Work satisfaction: Theoretical perspectives. Publisher.
Schein, E. H. (2010). Organizational culture and leadership (4th ed.). Jossey-Bass.
Schein, E. H. (2021). Organizational culture and leadership (6th ed.). Wiley.
Smith, W. K., & Lewis, M. W. (2022). Both/and thinking: Embracing creative tensions to solve your toughest problems. Harvard Business Review Press.
Wang, X., & Zhang, L. (2022). Organizational climate and employee security: Perspectives from young professionals. Journal of Management Psychology, 37(5), 351–368.
Wang, Y., Zhang, L., Zhou, H., Park, J., Lee, S., Gomez, R., & Taylor, M. (2023). Dimensions of organizational climate and employee outcomes: A multi-perspective analysis. Journal of Organizational Behavior, 44(2), 123–138.
Wood, D. (2021). The limits of intellectual stimulation: When creativity is contingent on job role. Creativity and Innovation Management, 30(2), 168–178.
Zhao, Q., Lin, Y., & Wong, M. (2023). Family-like organizational culture and employee well- being: Evidence from Chinese Millennials and Gen Z. International Journal of Cross Cultural Management, 23(1), 34–52.
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2025 Journal of Research Innovation for Society
This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.
This article is published under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License (CC BY-NC-ND 4.0), which allows others to share the article with proper attribution to the authors and prohibits commercial use or modification. For any other reuse or republication, permission from the journal and the authors is required.
