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Expectations of generation Z towards charismatic leadership

Wasiluk Anna

Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska

2025

z. 217

609--622

Purpose: The aim of this study was to identify differences in the perception of individual traits that make up charismatic leadership, as defined by the subscales of the Conger-Kanungo Charismatic Leadership Scale. The study examines which leadership qualities are most and least valued by Generation Z and explores whether statistically significant differences exist in respondents' evaluations of these traits. Design/methodology/approach: The research utilized the Conger-Kanungo Charismatic Leadership Scale, adapted to measure Generation Z's specific expectations of charismatic leadership. Data were collected through paper (PAPI) and online (CAWI) surveys distributed via social media. The sample included 394 Generation Z respondents with backgrounds in social sciences, who evaluated the traits on a five-point scale. The data were analyzed using descriptive statistics (mean, median, standard deviation, skewness, and kurtosis) as well as one-way ANOVA and Scheffé's post-hoc test to assess statistically significant differences across subscales. Findings: The highest ratings were given to "Personal Risk" and "Strategic Vision and Articulation," suggesting that Generation Z values leaders who are willing to take risks and who communicate a clear, inspiring vision. "Sensitivity to Member Needs" also received high ratings, emphasizing the importance of empathy in building trust-based relationships. Lower ratings for "Sensitivity to the Environment" and "Unconventional Behavior" indicate that these qualities are seen as less critical in charismatic leadership by Generation Z. Research limitations/implications: The study's limitations include a lack of sample representtativeness, which restricts the generalizability of the findings. Future research could explore cross-cultural differences in the perception of charismatic leadership, analyze variations in expectations by industry or sector, and investigate how individual personality traits affect leadership expectations. Originality/value: This study contributes to both academic knowledge and practical applications by providing insights into Generation Z's expectations of leadership in the workplace. The findings enrich the field of human resource management literature and offer valuable guidance to organizations seeking to align leadership strategies with the values and preferences of young employees.