Y VE Z KUŞAĞI ÇALIŞANLARININ LİDERLİKTEN BEKLENTİLERİ: TEKSTİL SEKTÖRÜNDE NİTEL BİR ARAŞTIRMA

Abstract

Bu çalışma, tekstil sektöründe görev yapan Y (1981–1996) ve Z (1997–2012) kuşağı çalışanlarının liderlikten beklentilerini araştırmayı amaçlamaktadır. Araştırma, nitel araştırma yaklaşımı çerçevesinde yürütülmüş ve İstanbul'da faaliyet gösteren dört tekstil işletmesinde çalışan 20 katılımcı ile yarı yapılandırılmış görüşmeler gerçekleştirilmiştir. Katılımcılar maksimum çeşitlilik örneklemesi yöntemiyle seçilmiş, elde edilen veriler tematik içerik analiziyle değerlendirilmiştir. Bulgular, her iki kuşağın da liderlerden adalet, güven ile etkili ve açık iletişim gibi temel değerlere ortak biçimde önem verdiğini göstermektedir. Bununla birlikte Y kuşağı (Milenyum Kuşağı) güven, rehberlik, kişisel gelişim desteği, vizyon sunma, disiplin–anlayış dengesi, emeğin karşılığını verme ve tutarlılık gibi özellikleri ön plana çıkarmıştır. Z kuşağı (Gen Z) ise netlik, şeffaflık, hızlı geri dönüş, samimiyet, dijital iletişim, motivasyon, takdir ve takım ruhunu güçlendirme beklentilerine vurgu yapmıştır. Olumlu liderlik deneyimlerinde Y kuşağı adalet, güven, vizyon ve gelişim desteği sunan liderleri değerli bulurken Z kuşağı samimiyet, şeffaflık, hızlı iletişim ve motivasyon sağlayan liderleri ön plana çıkarmıştır. Olumsuz liderlik deneyimlerinde ise her iki kuşak da adaletsizlik, güven kaybı ve iletişim eksikliğini temel sorunlar olarak tanımlamıştır. Bununla birlikte Y kuşağı açısından aşırı baskı, empati eksikliği ve yaratıcılığa kapalı liderlik anlayışı öne çıkan sorunlar arasında yer alırken Z kuşağı açısından yavaş iletişim, samimiyetsizlik ve takdir yoksunluğu dikkat çeken sorunlar olarak belirlenmiştir.

Keywords

• Y kuşağı
• Z kuşağı
• Liderlik Beklentileri
• Tekstil Sektörü
• Nitel Araştırma

LEADERSHIP EXPECTATIONS OF GENERATION Y AND GENERATION Z EMPLOYEES: A QUALITATIVE STUDY IN THE TEXTILE INDUSTRY

Abstract

This study aims to explore the leadership expectations of Generation Y (1981–1996) and Generation Z (1997–2012) employees working in the textile industry. The research was conducted within the framework of a qualitative research design, and semi-structured interviews were held with 20 participants employed in four textile companies operating in Istanbul. Participants were selected through the maximum variation sampling method, and the obtained data were analyzed using thematic content analysis. The findings indicate that both generations commonly value fundamental leadership qualities such as justice, trust, and effective and open communication. However, Generation Y (the Millennial Generation) emphasized attributes such as trust, guidance, personal development support, vision articulation, balance between discipline and understanding, recognition of effort, and consistency. Generation Z, on the other hand, highlighted expectations related to clarity, transparency, prompt feedback, sincerity, digital communication, motivation, recognition, and team spirit. In their positive leadership experiences, Generation Y valued leaders who were fair, trustworthy, visionary, and developmental, whereas Generation Z favored leaders who were sincere, transparent, communicative, and motivating. In their negative leadership experiences, both generations identified injustice, loss of trust, and lack of communication as major problems. Additionally, excessive pressure, lack of empathy, and resistance to creativity emerged as notable concerns for Generation Y, while slow communication, insincerity, and lack of recognition were identified as prominent issues for Generation Z.

Keywords

• Generation Y
• Generation Z
• Leadership Expectations
• Textile Industry
• Qualitative Research

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