Generation Z&rsquo;s Organizational Commitment in the Workplace

John Spencer  Ebora,; Joan Camille  Ilagan,

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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