Abstract
Purpose. The purpose of this quantitative study was to compare the generational cohortsof Gen X, Gen Y, and Gen Z in terms of leadership style preferences within an online
work environment. This study sought to examine the relationship between leadership
style preferences, job satisfaction, and work-life balance of three generational cohorts of
remote workers.
Methodology. A nonexperimental correlational research design was used to collect dataand determine whether, and to what degree, a relationship exists between the dependent
variable, leadership style preference, by comparing generational cohorts. Participants
were recruited using Amazon’s crowdsourcing platform Mechanical Turk (MTurk).
MTurk workers completed a survey that consisted of 100 questions, including 45
questions derived from the Multifactor Leadership Questionnaire (5X-Short) and 36
questions derived from the Job Satisfaction Survey (JSS). A one-way analysis of variance
(ANOVA) was used to analyze the relationship between the generational cohort and its
effect on leadership style preferences. Multiple regression analysis was used to explore
the moderation effect of leadership style preferences and subscale independent variables
of job satisfaction and work–life balance.
Findings. ANOVA analysis indicated a statistically significant difference exists inlaissez-faire leadership style preference among Gen X, Gen Y, and Gen Z. Multiple
regression analysis indicated significant findings that the impact of transformational
leadership preference on job satisfaction was dependent on generation cohort. Analysis
indicated the impact of transformative leadership preference on job satisfaction for Gen X
is significantly higher than Gen Z. Multiple regression analysis yielded significant
statistical results in which transformational leadership preferences as a function of
generational cohort predict work–life balance among Gen X, Gen Y, and Gen Z cohorts.
Conclusions. Similarities were identified across all three generational cohorts; this studyidentified statistically significant differences between leadership style preferences and
generational cohort membership. Further, this study identified significant statistical
results in which transformational leadership preferences as a function of generational
cohort predict work–life balance among Gen X, Gen Y, and Gen Z within remote work
environments.
Recommendations. Organizations will benefit from applying transformational leadershipstyle characteristics when leading a multigenerational remote workforce. Future studies
should include the baby boomer generation.