Organizational Commitment Among Gen Z: The Role of Job Security, Development, and Well-being
Main Article Content
Abstract
This study investigates the influence of job security, training and development opportunities, compensation practices, and employee mental well-being on organizational commitment among Generation Z professionals in the Delhi NCR region. Adopting a mixed methods approach, both qualitative and quantitative data were gathered to explore the multidimensional nature of organizational commitment. The research employed exploratory and confirmatory factor analysis to validate the factor structure, followed by structural equation modelling to examine relationships among constructs.
The results indicate that job security and training and development have a significant positive impact on employee mental well-being, which, in turn, positively influences organizational commitment. Compensation, while initially considered, did not emerge as a significant direct predictor in the final structural model. Mediation analysis revealed that employee mental well-being fully mediates the relationship between training and development and organizational commitment and partially mediates the relationship between job security and commitment.
These findings align with the Job Demands-Resources (JD-R) model and highlight the growing importance of psychological resources in driving commitment, especially for Gen Z employees who prioritize mental health, personal development, and value-based engagement over traditional job tenures. The study provides actionable insights for organizations to design evidence-based HR strategies that support psychological well-being and foster long-term organizational loyalty in the emerging workforce.
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