Browsing by Author "Perera, M. K. M. D."

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    THE ROLE OF INCLUSIVE LEADERSHIP IN ENHANCING GENERATION Z EMPLOYEE ENGAGEMENT IN SRI LANKA’S TEA SECTOR: MEDIATING EFFECTS OF AFFECTIVE ORGANIZATIONAL COMMITMENT
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Perera, M. K. M. D.; Edward, R.
    The workplace is currently experiencing a significant generational shift as Generation Z employees begin to enter the workforce while Baby Boomers retire. Employee engagement is a critical factor for organizational success. Despite its importance, Generation Z’s engagement is often perceived as low in many organizations, raising concerns among employers. While substantial research on employee engagement has been conducted in Western contexts, there is limited understanding of this phenomenon within Sri Lanka's tea sector. Given the tea industry’s significant contribution to the country’s economy through foreign revenue, it faces challenges in attracting and retaining Generation Z employees. Therefore, it is crucial to examine the factors influencing their engagement. This study explores the impact of inclusive leadership on the work engagement of Generation Z employees, with a particular focus on the mediating role of affective organizational commitment. The research was conducted across five leading tea companies in the Colombo district. A deductive research approach, guided by the Onion Model, was used to develop and test hypotheses based on established theories. A quantitative methodology was employed using a structured survey to collect data. According to Morgan’s Table, the target sample size was 146 participants, but a total of 184 valid responses were obtained through Google Forms. Data were analysed using SPSS version 23.0, applying both descriptive and inferential statistical techniques, including correlation and regression analyses. Mediation analysis was conducted using Hayes' PROCESS macro to assess the indirect effects of affective organizational commitment. The findings indicate that affective organizational commitment partially mediates the relationship between inclusive leadership and Generation Z employee engagement. This suggests that a significant portion of the impact of inclusive leadership on engagement occurs through its effect on employees’ commitment to the organization. The findings offer valuable implications for industry leaders, emphasizing the importance of inclusive leadership practices to enhance employee engagement, retention, and overall workforce effectiveness in the tea industry.