Purpose The goal of this study is to determine how key factors like transformational leadership, corporate social responsibility (CSR), autonomy, work-life balance and supervisor support are associated with the motivation and intention to stay of Generation Z workers in the Chilean mining industry. Design/methodology/approach The data is collected through a survey administered to 256 Generation Z workers in mining companies and suppliers to the mining industry in Antofagasta, Chile. We analyze the data using PLS-SEM, conducting both direct and mediation analyses. Findings The results indicate that autonomy is significantly associated with both intrinsic motivation and intention to stay. CSR is significantly associated with intention to stay, but its association with intrinsic motivation is not statistically supported. In contrast to the reviewed literature, the hypotheses linking transformational leadership and work-life balance to intention to stay were unsupported. Originality/value This research is relevant because it studies Generation Z in a mining context, where working conditions are very different from a standard job. Additionally, it examines whether intrinsic motivation statistically mediates (indirect effects) the associations between organizational factors and intention to stay, consistent with SDT. These insights provide practical guidance for talent retention strategies tailored to younger workers in heavy industries.
Molina et al. (Wed,) studied this question.