Generation Y wants to know the reason for everything in their lives, they are curious and most importantly, their characteristic of questioning everything makes them stand out. At the same time, it is hard to influence their characteristic features such as their lack of social skills, little respect for authority, and low level of commitment to their employers when Generation X management tactics are used. The purpose of this study is to better understand Generation Y, to examine their relations with servant leadership practices, and to determine what effects they have on businesses. The field study was made at an established organized industrial zone (OIZ) dating back to 1963. This OIZ is built on an area bigger than 10 million m² and is divided into 5 subzones. It is currently home to 53,500 employees, has a gross foreign trade volume of $7,200,000,000 and is located in the western Aegean Region of Turkey. The data for the study was collected from 248 participants and scales tested for validity and reliability in Turkish. A model was developed using the data and then it was tested using the confirmatory factor analysis method. The study used Structural Equation Model (SEM) to define the causal relationships between latent variables with a model in the analysis of the data and test its compliance. The result of the analysis reveals that dimensions of accountability and forgiveness from servant leadership practices have a statistically significant effect on personal success, whereas empowerment, accountability, and personal success dimensions have statistically significant effects on job satisfaction. Modesty dimension does not have a significant effect on the personal success and job satisfaction and the dimensions of accountability and forgiveness do not have a significant effect on job satisfaction. In addition, empowerment dimension does not have a meaningful effect on personal success. There is need for more studies to support the accuracy of the result for modesty dimension, since it seems like there is no effect on personal success and job satisfaction. This is a pioneer study since it is an empirical one looking at the application of the servant leadership theory on Generation Y employees.

中文翻译：

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Y世代对仆人领导和工作满意度的看法

Y世代想知道生活中一切的原因，他们很好奇，最重要的是，他们对一切事物的质疑使他们脱颖而出。同时，使用X代管理策略时，很难影响他们的特征，例如缺乏社交技能，很少尊重权威以及对雇主的承诺程度低。这项研究的目的是更好地了解Y一代，研究他们与仆人领导实践的关系，并确定他们对企业的影响。现场研究是在1963年建立的有组织的工业区（OIZ）上进行的。该OIZ的建筑面积超过1000万m ²并分为5个分区。该公司目前位于土耳其爱琴海西部地区，拥有53,500名员工，外贸总额为7,200,000,000美元。该研究的数据来自248名参与者，并用土耳其语对量表进行了有效性和可靠性检验。使用数据开发模型，然后使用验证性因子分析方法进行测试。该研究使用结构方程模型（SEM）来定义数据分析中潜在变量与模型之间的因果关系，并测试其依从性。分析结果表明，来自仆人领导实践的责任感和宽恕程度对个人成功有统计学上的显着影响，而授权，责任感，和个人成功的维度对工作满意度有统计学上的显着影响。谦虚的维度对个人成功和工作满意度没有显着影响，问责制和宽恕的维度对工作满意度没有显着影响。此外，授权维度对个人成功没有有意义的影响。由于似乎对个人成功和工作满意度没有影响，因此需要更多的研究来支持适度维度结果的准确性。这是一项开创性研究，因为它是实证研究，旨在探讨仆人领导理论在Y代员工中的应用。谦虚的维度对个人成功和工作满意度没有显着影响，问责制和宽恕的维度对工作满意度没有显着影响。另外，授权维度对个人成功没有有意义的影响。由于似乎对个人成功和工作满意度没有影响，因此需要更多的研究来支持适度维度结果的准确性。这是一项开创性研究，因为它是实证研究，旨在探讨仆人领导理论在Y代员工中的应用。谦虚的维度对个人成功和工作满意度没有显着影响，问责制和宽恕的维度对工作满意度没有显着影响。此外，授权维度对个人成功没有有意义的影响。由于似乎对个人成功和工作满意度没有影响，因此需要更多的研究来支持适度维度结果的准确性。这是一项开创性研究，因为它是实证研究，旨在探讨仆人领导理论在Y代员工中的应用。由于似乎对个人成功和工作满意度没有影响，因此需要更多的研究来支持适度维度结果的准确性。这是一项开创性研究，因为它是实证研究，旨在探讨仆人领导理论在Y代员工中的应用。由于似乎对个人成功和工作满意度没有影响，因此需要更多的研究来支持适度维度结果的准确性。这是一项开创性研究，因为它是实证研究，旨在探讨仆人领导理论在Y代员工中的应用。