The effect of authentic leadership on Generation Z’s turnover intention: The mediating role of corporate social responsibility


  • Do Vu Phuong Anh VNU University of Economics and Business
  • Ngo Thi Hong Minh National Economic University, Hanoi, Vietnam
  • Do Phuong Thanh National Economic University, Hanoi, Vietnam
  • Do Phuong Linh National Economic University, Hanoi, Vietnam


Authentic leadership, corporate social responsibility, turnover intention, Generation Z


This study explores the relationship between authentic leadership and turnover intention among Generation Z employees in Vietnam, examining the mediating role of corporate social responsibility. Data were collected through an online survey from 294 Geneneration Z employees across various companies nationwide. Results indicate that authentic leadership negatively impacts turnover intention directly. Additionally, the study confirms the mediating effect of corporate social responsibility in this relationship. These findings aim to underscore the importance of authentic leadership and corporate social responsibility in talent retention strategies, offering practical implications for organizations and management. Strengthening leadership qualities and fostering a deeper commitment to societal values could effectively mitigate turnover intention of Generation Z employees.


Allen, D. G., Bryant, P. C., & Vardaman, J. M. (2010). Retaining talent: Replacing misconceptions with evidence-based strategies. The Academy of Management Perspectives, 24(2), 48-64.

Avolio, B.J., Gardner, W.L., Walumbwa, F.O., Luthans, F., & May, D.R. (2004). Unlocking the mask: A look at the process by which authentic leaders impact follower attitudes and behaviors. The Leadership Quarterly, 15(6), 801-823.

Azanza, G., Moriano, J.A., Molero, F., & Lévy Mangin, J.P. (2015). The effects of authentic leadership on turnover intention. Leadership & Organization Development Journal, 36(8), 955-971.

Bhattacharya, C. B., Sen, S., & Korschun, D. (2008). Using corporate social responsibility to win the war for talent. MIT Sloan Management Review, 49, 37-44.

Chaudhary, R. (2017). CSR and turnover intentions: examining the underlying psychological mechanisms. Social Responsibility Journal, 13(3), 643-660.

Chaudhary, R. (2021). Authentic leadership and meaningfulness at work: Role of employees’ CSR perceptions and evaluations. Management Decision, 59(8), 2024-2039.

Chillakuri, B., & Mahanandia, R. (2018). Generation Z entering the workforce: The need for sustainable strategies in maximizing their talent. Human Resource Management International Digest, 26(4), 34–38.

Elçi, M., Kitapçi, H., & Ertürk, A. (2007). Effects of quality culture and corporate ethical values on employee work attitudes and job performance in Turkey: An integrative approach. Total Quality Management, 18(3), 285–302.

Gardner, W. L., Cogliser, C. C., Davis, K. M. & Dickens, M. P. (2011). Authentic leadership: A review of the literature and research agenda. The Leadership Quarterly, 22 (6), 1120–1145. doi:10.1016/j. leaqua.2011.09.007

Gardner, W. L., Avolio, B. J., Luthans, F., May, D. R., & Walumbwa, F. (2005). “Can you see the real me?” A self-based model of authentic leader and follower development. The Leadership Quarterly, 16(3), 343-372.

George, B. (2003). Authentic Leadership: Rediscovering the Secrets to Creating Lasting Value. Jossey-Bass, San Francisco, California.

Hair, J. F., Hult, G. T. M, Ringle, C. M., & Sarstedt, M. (2017). A primer on partial least squares structural equation modeling (PLS-SEM). 2nd ed. United States of America: Sage Publications Inc.

Hair Jr, J. F., Black, W. C., Babin, Arry J., & Anderson, R. E. (2019). Multivariate Data Analysis (8th ed.). Cengage.

Hansen, S.D., Dunford, B.B., Boss, A.D., Boss, R.W., & Angermeier, I. (2011). Corporate social responsibility and the benefits of employee trust: a cross-disciplinary perspective. Journal of Business Ethics, 102(1), 29-45.

Henseler, J., Ringle, C. M., & Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling. Journal of the Academy of Marketing Science, 43(1), 115–135.

Holbeche, L. (2004). Aligning Human Resources and Business Strategy. Elsevier Butterworth-Heinemann, Oxford.

Iqbal, S., Farid, T., Jianhong, M., Khattak, A., & Nurunnabi, M. (2018). The impact of authentic leadership on organizational citizenship behaviours and the mediating role of corporate social responsibility in the banking sector of Pakistan. Sustainability, 10(7), 2170.

Inekwe, M., Hashim, F., & Yahya, S.B. (2020). CSR in developing countries – The importance of good governance and economic growth: evidence from Africa. Social Responsibility Journal, 17(2), 226-242.

Khanin, D., Turel, O., & Mahto, R. V. (2012). How to increase job satisfaction and reduce turnover intentions in the family firm. Family Business Review, 25(4), 391–408 .

Lambert, E. G., Hogan, N. L., & Barton, S. M. (2001). The impact of job satisfaction on turnover intent: a test of a structural measurement model using a national sample of workers. The Social Science Journal, 38(2), 233-250.

Laschinger, H.K.S., Wong, C.A., & Grau, A.L. (2012). The influence of authentic leadership on newly graduated nurses’ experiences of workplace bullying, burnout and retention outcomes: a cross-sectional study. International Journal of Nursing Studies, 49(10), 1266-1276.

Lee, C. C., Huang, S.-H., & Zhao, C.-Y. (2012). A study on factors affecting turnover intention of hotel employees. Asian Economic and Financial Review, 2(7), 866–875.

Luthans, F., & Avolio, B. J. (2003). Authentic leadership: A positive development approach. In Cameron, K. S., Dutton, J. E. and Quinn, R. E. (Eds.). Positive organizational scholarship: Foundations of a new discipline (pp. 241-261). Berrett-Koehler, San Francisco, California.

Mohr, L. A., & Webb, D. J. (2005). The effects of corporate social responsibility and price on consumer responses. The Journal of Consumer Affairs, 39(1), 121–147.

Neider, L. L., & Schriesheim, C. A. (2011). Authentic leadership inventory. PsycTESTS Dataset.

Khoi, N. H. (2020). Corporate social responsibility and turnover intention: Testing the direct and indirect effects in a Vietnam context. Ho Chi Minh City Open University Journal of Science,15(3), 155-166.

Ha, N. V. & Trang, V. T. (2022). Corporate social responsibility, job satisfaction and turnover intention: A perspective of commercial banks’ employees in Hanoi. Banking Science & Training Review, 247, 22-33.

Nqumba, B. M., & Scheepers, C. B. (2023). Authentic leadership’s influence on strategic corporate social responsibility in South Africa: mediated by participative decision-making. European Business Review, 35(2), 161–183.

Nyberg, A.J., & Ployhart, R.E. (2013). Context-emergent turnover (CET) theory: a theory of collective turnover. Academy of Management Review, 38(1), 109-131.

Oh, J., & Oh, S. (2017). Authentic leadership and turnover intention: Does organizational size matter? Leadership & Organization Development Journal, 38(7), 912–926.

PwC (2021). Is generation Z ready for the digital era? <>. Accessed 05.02.2024.

Walumbwa, F. O., Avolio, B. J., Gardner, W. L., Wernsing, T. S. & Peterson, S. J. (2008). Authentic leadership: Development and validation of a theory-based measure. Journal of Management, 34(1), 89-126.

Yadav, R. S., Dash, S. S., Chakraborty, S., & Kumar, M. (2018). Perceived CSR and corporate reputation: The mediating role of employee trust. Vikalpa: The Journal for Decision Makers, 43(3), 139–151.


Download data is not yet available.

Additional Files



Abstract View


PDF Downloaded


How to Cite

Do Vu Phuong Anh, Ngo Thi Hong Minh, Do Phuong Thanh, & Do Phuong Linh. (2024). The effect of authentic leadership on Generation Z’s turnover intention: The mediating role of corporate social responsibility. VNU JOURNAL OF ECONOMICS AND BUSINESS, 4(3), 85.



Original Article