Generational Diversity, Personal Attributes and Organizational Commitment Among Employees of Corporate Consultancies

Abstract

The main objective of this paper was to examine relationships of generational diversity, personal attributes (i.e., work values; attitudes and behavior; and interpersonal skills) on organizational commitment among employees of corporate consultancies. The research framework contained four independent variables which were generational diversity, work values, attitude and behavior, and interpersonal skills. Meanwhile the dependent variable was organizational commitment (i.e., affective, continuance and normative). The survey was conducted among employees of 15 corporate consultancies in Kuala Lumpur. A total of 436 questionnaires were distributed and 241 questionnaires were returned which represented a response rate of 55.27%. Statistical Package software for Social Science (SPSS) Version 24.0 was used to analyze the data. One-Way ANOVA and Pearson correlation coefficient were used to test the hypothesis. It was found that there was a significant difference among the three generations of workforce (i.e., Baby Boomers, generation X and generation Y) on organizational commitment (affective, continuance and normative). Further, the Pearson correlation coefficient revealed that there were significant relationships between work values, attitude and behavior, and interpersonal skills of the three generations (Baby Boomers, generation X and generation Y) towards organizational commitment (affective, continuance and normative).

The Influence of Personal Values on Organization Commitment among Foreign Workers in Malaysia's Construction Industry

“…The findings suggest higher levels of commitment when organisations are viewed as reflecting ideals associated with Benevolence and Vision (Verasamy, Majid and Jamaluddin, 2020). The ideals of vision and humanity usually correlate with the forms of pan-cultural values of Benevolence, Universalism and Self-Direction.…”

“…However, to the researcher knowledge, no study has found the link between personal value and continuance commitment. Meyer and Allen (1997); Khalid (2020); Kumasey, Bawole and Hossain (2017) and Verasamy, Majid and Jamaluddin (2020) argued that one can achieve a better understanding of an employee's relationship with an organization when all three forms of commitment are considered together. Based on this contention, current study subscribe to the Three Commitments (Affective, Continuance and Normative) have to be studied together to better understand Organizational Commitment among foreign workers.…”

“…The first dimension termed as Affective Commitment, the second dimension called as Continuance Commitment and the third dimension called as Normative Commitment. Meyer and Allen (1997); Kumasey, Bawole and Hossain (2017) and Verasamy, Majid and Jamaluddin (2020) argued that when all three types of commitment are studied together, one can gain a deeper understanding of the relationship of an employee with an organisation. Thus, based on this suggestion, this research was conducted.…”

“…This contributes to the point that certain persons have a value system based on greater commitment than different human beings. In addition, a research by Ying Hui and Aaron Cihen (2010) and Verasamy, Majid and Jamaluddin (2020) shows that individual values have an encouraging effect on the employees' Organisational Commitment. Meyer and Allen (1997); Kumasey, Bawole and Hossain (2017) and Verasamy, Majid and Jamaluddin (2020) suggest that researchers should review the three proposed dimensions (Affective Commitment, Continuance Commitment and Normative Commitment) altogether to better understand Organisational Commitment.…”

“…In addition, a research by Ying Hui and Aaron Cihen (2010) and Verasamy, Majid and Jamaluddin (2020) shows that individual values have an encouraging effect on the employees' Organisational Commitment. Meyer and Allen (1997); Kumasey, Bawole and Hossain (2017) and Verasamy, Majid and Jamaluddin (2020) suggest that researchers should review the three proposed dimensions (Affective Commitment, Continuance Commitment and Normative Commitment) altogether to better understand Organisational Commitment. This research seeks to understand how things function and focuses on verifying the hypotheses on the basis of the literature findings mentioned in this chapter.…”