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

Öz

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.

Anahtar Kelimeler

• 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

Öz

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.

Anahtar Kelimeler

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

Kaynakça

1. Aguas, M. J. (2019). Millennial and Generation Z's perspectives on leadership effectiveness. Emerging Leadership Journeys, 13(1), 1–22.
2. Archibald, M. M., Ambagtsheer, R. C., Casey, M. G., & Lawless, M. (2019). Using Zoom videoconferencing for qualitative data collection: Perceptions and experiences of researchers and participants. International Journal of Qualitative Methods, 18, 1–8. https://doi.org/10.1177/1609406919874596
3. Avolio, B. J., & Gardner, W. L. (2005). Authentic leadership development: Getting to the root of positive forms of leadership. The Leadership Quarterly, 16(3), 315–338. https://doi.org/10.1016/j.leaqua.2005.03.001
4. Avolio, B. J., Walumbwa, F. O., & Weber, T. J. (2009). Leadership: Current theories, research, and future directions. Annual Review of Psychology, 60, 421–449. https://doi.org/10.1146/annurev.psych.60.110707.163621
5. Braun, V., & Clarke, V. (2006). Using thematic analysis in psychology. Qualitative Research in Psychology, 3(2), 77–101. https://doi.org/10.1191/1478088706qp063oa
6. Brown, M. E., Treviño, L. K., & Harrison, D. A. (2005). Ethical leadership: A social learning perspective for construct development and testing. Organizational Behavior and Human Decision Processes, 97(2), 117–134. https://doi.org/10.1016/j.obhdp.2005.03.002
7. Cennamo, L., & Gardner, D. (2008). Generational differences in work values, outcomes and person–organisation values fit. Journal of Managerial Psychology, 23(8), 891–906. https://doi.org/10.1108/02683940810904385
8. Chillakuri, B. (2020). Understanding Generation Z expectations for effective onboarding. Journal of Organizational Change Management, 33(7), 1277–1296. https://doi.org/10.1108/JOCM-02-2020-0058

9. Costanza, D. P., Badger, J. M., Fraser, R. L., Severt, J. B., & Gade, P. A. (2012). Generational differences in work-related attitudes: A meta-analysis. Journal of Business and Psychology, 27(4), 375–394. https://doi.org/10.1007/s10869-012-9259-4
10. Creswell, J. W., & Creswell, J. D. (2018). Research design: Qualitative, quantitative, and mixed methods approaches (5th ed.). Sage Publications.
11. Creswell, J. W., & Poth, C. N. (2017). Qualitative inquiry and research design: Choosing among five approaches (4th ed.). Sage Publications.
12. De Villiers, C., Farooq, M. B., & Molinari, M. (2022). Qualitative research interviews using online video technology – challenges and opportunities. Meditari Accountancy Research, 30(6), 1764–1782. https://doi.org/10.1108/MEDAR-03-2021-1252
13. Deal, J. J., Altman, D. G., & Rogelberg, S. G. (2010). Millennials at work: What we know and what we need to know. Journal of Business and Psychology, 25(2), 191–199. https://doi.org/10.1007/s10869-010-9177-2
14. Deloitte. (2025). The Deloitte global 2025 Gen Z and millennial survey. Deloitte Insights. https://www.deloitte.com/global/en/issues/work/genz-millennial-survey.html
15. Dimock, M. (2019, January 17). Defining generations: Where Millennials end and Generation Z begins. Pew Research Center. https://www.pewresearch.org/short-reads/2019/01/17/where-millennials-end-and-generation-z-begins/
16. Easton, C., & Steyn, R. (2025). Millennial leaders' preferences for leadership development: A qualitative analysis. Administrative Sciences, 15(4), Article 135. https://doi.org/10.3390/admsci15040135
17. Francis, T., & Hoefel, F. (2018). True Gen: Generation Z and its implications for companies. McKinsey & Company. https://www.mckinsey.com/industries/consumer-packaged-goods/our-insights/true-gen-generation-z-and-its-implications-for-companies
18. Gabrielova, K., & Buchko, A. A. (2021). Here comes Generation Z: Millennials as managers. Business Horizons, 64(4), 489–497. https://doi.org/10.1016/j.bushor.2021.02.013
19. Guest, G., Bunce, A., & Johnson, L. (2006). How many interviews are enough? An experiment with data saturation and variability. Field Methods, 18(1), 59–82. https://doi.org/10.1177/1525822X05279903
20. Hershatter, A., & Epstein, M. (2010). Millennials and the world of work: An organization and management perspective. Journal of Business and Psychology, 25(2), 211–223. https://doi.org/10.1007/s10869-010-9160-y
21. Hu, Q., Hu, X., & Hou, P. (2022). One social media, distinct habitus: Generation Z's social media uses and gratifications and the moderation effect of economic capital. Frontiers in Psychology, 13, Article 939128. https://doi.org/10.3389/fpsyg.2022.939128
22. Joshi, A., Dencker, J. C., Franz, G., & Martocchio, J. J. (2010). Unpacking generational identities in organizations. Academy of Management Review, 35(3), 392–414. https://doi.org/10.5465/amr.35.3.zok392
23. Judge, T. A., & Piccolo, R. F. (2004). Transformational and transactional leadership: A meta-analytic test of their relative validity. Journal of Applied Psychology, 89(5), 755–768. https://doi.org/10.1037/0021-9010.89.5.755
24. Kelly, J. (2025, April 1). GKelly, J. (2025, April 1). Gen-Z's are redefining the way they want to work. Forbes. https://www.forbes.com/sites/jackkelly/2025/04/01/gen-zs-takeover-and-redefining-the-workplace/
25. Kuron, L. K. J., Lyons, S. T., Schweitzer, L., & Ng, E. S. W. (2015). Millennials' work values: Differences across the school to work transition. Personnel Review, 44(6), 991–1009. https://doi.org/10.1108/PR-01-2014-0024
26. Kvale, S., & Brinkmann, S. (2009). Interviews: Learning the craft of qualitative research interviewing. Sage.
27. Li, H., Li, F., Ma, J., & Liu, B. (2025). How digital leadership adds affective commitment of new generation employees: An affective events perspective. Frontiers in Psychology, 15, Article 1476047. https://doi.org/10.3389/fpsyg.2024.1476047
28. Lincoln, Y. S., & Guba, E. G. (1985). Naturalistic inquiry. Sage Publications.
29. Lyons, S., & Kuron, L. (2014). Generational differences in the workplace: A review of the evidence and directions for future research. Journal of Organizational Behavior, 35(S1), 139–157. https://doi.org/10.1002/job.1913
30. Mannheim, K. (1952). The sociological problem of generations. In P. Kecskemeti (Ed.), Essays on the sociology of knowledge (pp. 163–195). Routledge & Kegan Paul.
31. Miles, M. B., Huberman, A. M., & Saldaña, J. (2014). Qualitative data analysis: A methods sourcebook (3rd ed.). Sage Publications.
32. Myers, K. K., & Sadaghiani, K. (2010). Millennials in the workplace: A communication perspective on millennials' organizational relationships and performance. Journal of Business and Psychology, 25(2), 225–238. https://doi.org/10.1007/s10869-010-9172-7
33. Ng, E. S., Schweitzer, L., & Lyons, S. T. (2010). New generation, great expectations: A field study of the millennial generation. Journal of Business and Psychology, 25(2), 281–292. https://doi.org/10.1007/s10869-010-9159-4
34. Northouse, P. G. (2021). Leadership: Theory and practice (9th ed.). Sage Publications.
35. Parker, K., & Igielnik, R. (2020, May 14). On the cusp of adulthood and facing an uncertain future: What we know about Gen Z so far. Pew Research Center. https://www.pewresearch.org/social-trends/2020/05/14/on-the-cusp-of-adulthood-and-facing-an-uncertain-future-what-we-know-about-gen-z-so-far/
36. Parry, E., & Urwin, P. (2011). Generational differences in work values: A review of theory and evidence. International Journal of Management Reviews, 13(1), 79–96. https://doi.org/10.1111/j.1468-2370.2010.00285.x
37. Patton, M. Q. (2015). Qualitative research & evaluation methods: Integrating theory and practice (4th ed.). Sage Publications.
38. Pew Research Center. (2015, September 3). The whys and hows of generations research. https://www.pewresearch.org/politics/2015/09/03/the-whys-and-hows-of-generations-research/
39. Pietroń-Pyszczek, A., & Borowska, M. (2022). Generation Z need for mentor support. Zarządzanie Zasobami Ludzkimi, 149(6), 44–59. https://doi.org/10.5604/01.3001.0016.2045
40. Robertson, E. (2023). A preliminary exploration of the workplace expectations of Generation Z amidst COVID-19 [Master's thesis, Pepperdine University]. Pepperdine Digital Commons.
41. Saracel, N., Bilgiç, E., Topal, F., Kozak, G. T., Kütükcü, H., & Madi, N. (2023). Yöneticilerin bakış açısı ile Z kuşağı çalışanların liderlik beklentileri [Leadership expectations of Generation Z employees from the perspective of managers]. İşletme Araştırmaları Dergisi, 15(2), 970–987. https://doi.org/10.20491/isarder.2023.1630
42. Schroth, H. (2019). Are you ready for Gen Z in the workplace? California Management Review, 61(3), 5–18. https://doi.org/10.1177/0008125619841006
43. Seemiller, C., & Grace, M. (2016). Generation Z goes to college. Jossey-Bass.
44. Sengupta, D., Mathews, M., Bridges, L., D'Costa, R., & Bastian, B. L. (2024). Sustainability orientation of Generation Z and its role in their choice of employer—A comparative qualitative inquiry of India and United States. Administrative Sciences, 14(10), Article 249. https://doi.org/10.3390/admsci14100249
45. Taj, M. Y. (2023). Generational shifts in leadership values and beliefs—Focusing Generation Z. International Journal of Scientific Development and Research, 8(6), 1943–1947. https://doi.org/10.5281/zenodo.10445397
46. Tisdell, E. J., Merriam, S. B., & Stuckey-Peyrot, H. L. (2025). Qualitative research: A guide to design and implementation. John Wiley & Sons.
47. Tong, A., Sainsbury, P., & Craig, J. (2007). Consolidated criteria for reporting qualitative research (COREQ): A 32-item checklist for interviews and focus groups. International Journal for Quality in Health Care, 19(6), 349–357. https://doi.org/10.1093/intqhc/mzm042
48. Truncale, J. (2025, January 17). Tomorrow’s workforce changed yesterday – now what for businesses that want to be future-ready? World Economic Forum. https://www.weforum.org/stories/2025/01/workforce-change-future-ready-businesses/
49. Twenge, J. M., Campbell, S. M., Hoffman, B. J., & Lance, C. E. (2010). Generational differences in work values: Leisure and extrinsic values increasing, social and intrinsic values decreasing. Journal of Management, 36(5), 1117–1142. https://doi.org/10.1177/0149206309352246
50. Uhl-Bien, M. (2006). Relational leadership theory: Exploring the social processes of leadership and organizing. The Leadership Quarterly, 17(6), 654–676. https://doi.org/10.1016/j.leaqua.2006.10.007
51. Valenti, A. (2019). Leadership preferences of the millennial generation. Journal of Business Diversity, 19(1), 75–84.
52. Wolor, C. W., Nurkhin, A., & Citriadin, Y. (2021). Leadership style for millennial generation, five leadership theories, systematic literature review. Calitatea, 22(184), 105–110. https://doi.org/10.47750/QAS/22.184.13
53. Yılmaz, B., Dinler Kısaçtutan, E., & Gürün Karatepe, S. (2024). Digital natives of the labor market: Generation Z as future leaders and their perspectives on leadership. Frontiers in Psychology, 15, Article 1378982. https://doi.org/10.3389/fpsyg.2024.1378982
54. Yukl, G. A. (2013). Leadership in organizations (8th ed.). Pearson Education.