Deciphering Ilonggo Millennials: Determining the Elements that Influence Organizational Commitment

Anonymous

by: Ryan Vincent Pio S. Hiballes, Armarie Alimoot, Jinno Encarnacion, Karima Krista Montes

Abstract

Millennials were once the newcomers of the job force, but nowadays they already compose the majority of the working population. Their sheer number matched with their alleged issues with commitment, loyalty, and job performance makes them an interesting demographic to analyze. This study attempts to understand the elements of Organizational Commitment and its relationships with selected personal, job, and company characteristics, as perceived by Ilonggo millennials. The Three-Component Organizational Commitment Questionnaire developed by Allen & Meyer (1990) was administered using a nonprobability sampling technique. The results showed that Ilonggo Millennials are averagely committed to their current organizations by performing their core responsibilities despite their frailty to leave their current employers if presented with better external opportunities. It is imperative for organizations to nurture Organizational Commitment to unleash the Millennials’ maximum productivity, tech-savvy skills, and collaborative nature. An efficient way to do this is to involve fulfilling compensation packages, health insurance benefits, work-life balance, flexible working hours, and career advancement opportunities. The incorporation of these workplace elements is expected to significantly improve llonggo millennials’ Organizational Commitment which will ultimately contribute to favorable work performance, motivation, retention, and career satisfaction.

Keywords: Organizational Commitment, Iloilo City, Philippines; Millennial Generation;
Private Sector; Human Resource