Abstract

This study is a critical review of literature to develop a conceptual framework that offers new insights on the complicated interaction between the millennial workforce and leadership competencies. The current study applies contingency approach as a theoretical foundation to answer the question of which leadership practice is suitable for leading the millennial workforce. The study contributes to research on leadership by developing a theoretical framework in which the contingency approach becomes a theoretical basis for the analysis. The analysis investigates the contingent style of leadership needed in different situations. The framework is built on two suggested factors (the millennial workforce and leadership competencies) as a critical means to answer to the question raised. Literature that shows the theoretical interaction between the two factors was used to build this framework, which in turn develops three complementary parallel leadership practices (ethical–tournament, servant–tolerant, and authentic–stringent). The three practices provide a foundation for theoretical development in the field of leadership in order to actively engage, retain, and develop millennials within their current organizations. While the current study provides a theoretical framework, there is a need for empirical work to examine the three proposed practices and examine the relationship between the two suggested factors: the millennial workforce and leadership competencies.

摘要

本研究是对文献的批判性回顾，旨在开发一个概念框架，为千禧一代劳动力与领导能力之间复杂的相互作用提供新的见解。目前的研究将权变方法作为理论基础来回答哪种领导实践适合领导千禧一代劳动力的问题。该研究通过开发一个理论框架来促进领导力研究，在该框架中权变方法成为分析的理论基础。该分析调查了在不同情况下所需的临时领导风格。该框架建立在两个建议因素（千禧一代劳动力和领导能力）之上，作为回答所提出问题的关键手段。显示这两个因素之间理论相互作用的文献被用来构建这个框架，进而发展出三种互补的平行领导实践（道德-竞赛、仆人-宽容和真实-严格）。这三种实践为领导力领域的理论发展奠定了基础，以便在当前组织中积极吸引、留住和培养千禧一代。虽然当前的研究提供了一个理论框架，但需要进行实证工作来检验这三种建议的做法并检验这两个建议因素之间的关系：千禧一代劳动力和领导能力。和真实-严格）。这三种实践为领导力领域的理论发展奠定了基础，以便在当前组织中积极吸引、留住和培养千禧一代。虽然当前的研究提供了一个理论框架，但需要进行实证工作来检验这三种建议的做法并检验这两个建议因素之间的关系：千禧一代劳动力和领导能力。和真实-严格）。这三种实践为领导力领域的理论发展奠定了基础，以便在当前组织中积极吸引、留住和培养千禧一代。虽然当前的研究提供了一个理论框架，但需要进行实证工作来检验这三种建议的做法并检验这两个建议因素之间的关系：千禧一代劳动力和领导能力。