Antecedents Of Organisational Commitment Among Malaysian Generation Y In ICT Companies
Malaysian Generation Y employees change jobs quickly and turnover is high. Workplace lifetime employment among Generation Y employees is rare. Low level of organisational commitment among employees poses a serious threat to the sustainability of an organisation. This research aims to determine the l...
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| 格式: | Thesis |
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2015
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| 总结: | Malaysian Generation Y employees change jobs quickly and turnover is high. Workplace lifetime employment among Generation Y employees is rare. Low level of organisational commitment among employees poses a serious threat to the sustainability of an organisation. This research aims to determine the level of organisational commitment and to investigate the antecedents of organisational commitment among Malaysian Generation Y employees in ICT companies. Recent research has shown that job characteristics, career growth, and work-life balance practices influence employee-organisation relationships. Addressing the above concern, this study aims to determine the relationship between job characteristics, career growth, work-life balance and Malaysian Generation Y employees’ organisational commitment based on Social Exchange Theory. In this research, job characteristics were conceptualised using Job Characteristics Model, career growth was conceptualized using four dimensions, namely career goal progress, professional ability development, promotion speed, and remuneration growth, work-life balance was measured by four items, while organisational commitment was conceptualized using Three-Component Model. |
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