What is Youths’ Preferred Leader? Investigating the Relationship between Leadership Behaviours, Work Engagement and Organisational Commitment

The variables within the dataset consist of perceived leadership behaviours, work engagement, and organisational commitment. Gen Z participants were tasked to use the leadership behaviour scale to rate their workplace supervisor's leadership behaviour, followed by two self-rating measure of their work engagement and organisational commitment. We composited scores for Charismatic, Directive, Participative, and Supportive leadership behaviours respectively. We also composited scores for organisational commitment and work engagement. As the three faucet of work engagement - vigour, dedication, absorption, were highlighted in past research, we decided to compute a composite score for each faucet. However, our analysis utilised work engagement's composite score, which was the addition of composite scores resulting from the three faucets, most. We ran correlational analysis and linear regression. In linear regression, we controlled for age, gender, race, and school.本数据集涵盖的变量包括感知领导行为、工作投入（work engagement）与组织承诺（organisational commitment）。Z世代参与者需先使用领导行为量表（leadership behaviour scale）对其职场上级的领导行为进行评分，随后完成两项针对自身工作投入与组织承诺的自评量表。研究人员分别对魅力型（Charismatic）、指令型（Directive）、参与型（Participative）及支持型（Supportive）领导行为合成对应得分，同时也为组织承诺与工作投入合成得分。鉴于过往研究已明确工作投入包含活力（vigour）、奉献（dedication）与专注（absorption）三大核心维度，我们决定为每个维度分别计算合成总分。不过本研究的分析主要采用了由上述三大维度合成的工作投入总得分。本研究开展了相关分析与线性回归分析，在线性回归分析中，我们对年龄、性别、种族与院校进行了控制。