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HOW DOES MENTORING AND STRATEGIC LEADERSHIP CONTRIBUTE TO GEN Y EMPLOYEES INTENTION TO STAY A SEQUENTIAL MEDIATION APPROACH

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26 Pages : 273-283

http://dx.doi.org/10.31703/gssr.2020(V-II).26      10.31703/gssr.2020(V-II).26      Published : Jun 2020

How Does Mentoring and Strategic Leadership Contribute to Gen Y Employees Intention to Stay: A Sequential Mediation Approach

Abstract

    In today vibrant business environment, retaining a talented employee is a big challenge faced by organizations. We explore certain factors that might support organizations to retain their best employees. In the current research, we empirically examine the direct and indirect relationship of mentoring and strategic leadership to stay of Gen Y workers in the pharma industry in Pakistan. Affective commitment and Perceived organizational support were used as possible mediators. Through a cross-sectional research design, using the survey method, we received 248 responses from employees working in the pharma industry. Results revealed that both mentoring and strategic leadership have significant influence over Gen Y employees retention. Based on our study results, we suggested that managers should practice mentoring program in their talent management strategy and that managers practice a role of strategic leaders and implement a policy that retains the existing employees and attracts the best talent. Managerial implications and theoretical contributions are also discussed.

    (1) Sajid Rahman Khattak
    Assistant Professor, IBMS, University of Agriculture, Peshawar, KP, Pakistan.
    (2) Muhammad Zahid Awan
    Professor, Institute of Business Administration, Gomal University, D.I.K, KP, Pakistan.
    (3) Hafizullah
    Associate Professor, Institute of Businesses Studies (IBS), Kohat University of Science and Technology, Kohat, KP, Pakistan.
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Cite this article

APA

    APA : Khattak, S. R., Awan, M. Z., & Hafizullah. (2020). How Does Mentoring and Strategic Leadership Contribute to Gen Y Employees Intention to Stay: A Sequential Mediation Approach. Global Social Sciences Review, V(II), 273-283. https://doi.org/10.31703/gssr.2020(V-II).26

CHICAGO

    CHICAGO : Khattak, Sajid Rahman, Muhammad Zahid Awan, and Hafizullah. 2020. "How Does Mentoring and Strategic Leadership Contribute to Gen Y Employees Intention to Stay: A Sequential Mediation Approach." Global Social Sciences Review, V (II): 273-283 doi: 10.31703/gssr.2020(V-II).26

HARVARD

    HARVARD : KHATTAK, S. R., AWAN, M. Z. & HAFIZULLAH. 2020. How Does Mentoring and Strategic Leadership Contribute to Gen Y Employees Intention to Stay: A Sequential Mediation Approach. Global Social Sciences Review, V, 273-283.

MHRA

    MHRA : Khattak, Sajid Rahman, Muhammad Zahid Awan, and Hafizullah. 2020. "How Does Mentoring and Strategic Leadership Contribute to Gen Y Employees Intention to Stay: A Sequential Mediation Approach." Global Social Sciences Review, V: 273-283

MLA

    MLA : Khattak, Sajid Rahman, Muhammad Zahid Awan, and Hafizullah. "How Does Mentoring and Strategic Leadership Contribute to Gen Y Employees Intention to Stay: A Sequential Mediation Approach." Global Social Sciences Review, V.II (2020): 273-283 Print.

OXFORD

    OXFORD : Khattak, Sajid Rahman, Awan, Muhammad Zahid, and Hafizullah, (2020), "How Does Mentoring and Strategic Leadership Contribute to Gen Y Employees Intention to Stay: A Sequential Mediation Approach", Global Social Sciences Review, V (II), 273-283

TURABIAN

    TURABIAN : Khattak, Sajid Rahman, Muhammad Zahid Awan, and Hafizullah. "How Does Mentoring and Strategic Leadership Contribute to Gen Y Employees Intention to Stay: A Sequential Mediation Approach." Global Social Sciences Review V, no. II (2020): 273-283. https://doi.org/10.31703/gssr.2020(V-II).26