Generation Z’s Organizational Commitment in the Workplace
John Spencer Ebora | Joan Camille Ilagan
Discipline: human resource management
Abstract:
This study focuses on understanding the aspect of
Generation Z employees' organizational commitment.
This study employs a quantitative research design
method, utilizing survey questionnaires as the primary
instrument. Random sampling was utilized to ensure
the selection process was entirely random and minimize
bias—the selected company is a retail business in Metro
Manila. The instrument was adapted with specific
modifications from the theoretical framework of Allen
and Meyer's Organizational Commitment Scale to guide
the study. The survey consisted of 13 situational
questions assessing the organizational commitment of
Gen Z, which were interpreted using a 4-point Likert
scale. Using an adapted set of questionnaires with 197
respondents. The respondents, predominantly male in
the 22-24 age range, exhibit diverse tenure and salary
grades, highlighting the complexity of this workforce.
Supervisor-employee dynamics reveal high
commitment, trust, and respect, with strong obligations
showing variations based on tenure and salary grade.
Higher salary grades have a positive impact on
perceptions of communication, trust, respect, and
strong obligations, emphasizing the role of financial
stability and career opportunities. moderate overall
level, with no significant differences by age, gender, or
tenure. These findings provide a foundation for HR
practices and leadership development to align with the
preferences of the evolving modern workforce.
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ISSN 2945-4719 (Online)
ISSN 2012-1652 (Print)