Organizational commitment in the assessment of employees of different generations : a research study

Abstract

PURPOSE: The article aims at presenting results of the original empirical research on the diagnosis of the relationship between the level of organizational commitment of employees and their generational affiliation. The research defines the concept of organizational commitment and exposes its multidimensionality.

DESIGN/METHODOLOGY/APPROACH: Research was carried out in the form of literature studies and empirical research, using quantitative methods. The context of employees’ age is an important variable determining this level. The explored dependence is a key aspect both in the theoretical and practical dimension.

FINDINGS: Taking into account generational differences, empirical research shows a high level of organizational commitment in all three of its components declared by the respondents involved.

PRACTICAL IMPLICATIONS: Organizational commitment enjoys unflagging interest in the modern world. Due to the benefits implied by a high level of employee commitment for the organization, this issue is important for science and managerial staff. The explored research category takes on special importance in relation to employees of different generations.

ORIGINALITY/VALUE: The level of organizational commitment was identified in three components: affective commitment, continuance commitment and normative commitment in the context of employees' generational affiliation. The collected factual material fills the epistemological gap identified as a result of the studies of Polish and foreign literature on the discussed issues.