Abstract:

After carefully considering numerous assertions about multigenerational diversity in leadership preferences and levels of narcissism, we embarked on an exploratory study to put these assertions to the test. This initial test specifically explored the differences across three generational cohorts (Generations X, Y and Z) in levels of narcissism and three leadership preferences (transformational, transactional, and laissez-faire). The prevailing understanding of generational differences in the Global North is that narcissism has increased for each new generational cohort and that leadership preferences have fundamentally shifted over time.

Our method involved an online survey questionnaire distributed across multiple South African organisations with multigenerational employees that yielded 230 (N = 230) usable responses. The psychometric properties of each scale were carefully examined before testing the proposition that there were differences across the generational cohorts. Contrary to expectations, the research propositions were not supported; there were no significant differences across generational cohorts on either leadership preferences or levels of narcissism. These unexpected findings prompted further consideration of factors that could account for this and the implications of this preliminary finding on future research concerning generational differences that are thought to impact educational institutions and business organisations. The aim of reporting this study is to inform future research and organisational practices and generate dialogue for effectively managing substantive generational differences and generational diversity at work.

Keywords:

Generational diversity, narcissism, leadership preferences, Gen X, Gen Y, Gen Z.