Job characteristics across generations and their impact on job satisfaction and turnover: A moderation effect of transformational leadership

In Türkiye, the employment of Generation Z is increasing day as the days go by. Managers from previous generations may struggle to establish a mutual relationship with this generation. In this context, the sources of motivation for Generation Z, the factors influencing their turnover intention, and how transformational leadership affects these factors are the subjects that are open to research. This study investigates the relationship between job characteristics (feedback, autonomy, skill variety, task identity, and task significance) and job satisfaction, as well as how transformational leadership moderates the effect of job satisfaction on turnover intention. Quantitative research was employed using survey data from 223 employees across different generational cohorts in Türkiye. Findings show that all five job characteristics significantly contribute to job satisfaction. Moreover, job satisfaction negatively predicts turnover intention, and this relationship is further strengthened under high levels of transformational leadership. The study also reveals generational differences in perceptions of specific job characteristics, with Generation Z reporting lower levels of skill variety, task identity, and task significance. This research enhances literature on generational workforce dynamics and provides insights for organisations looking to design effective leadership and job structures for engaging and retaining Generation Z employees.