Organizational Commitment Among Gen Z: The Role of Job Security, Development, and Well-being

Dr. Pratiksha Tiwari

Articles 40th Edition of DTR Oct 2023 – Mar 2024

Organizational Commitment Among Gen Z: The Role of Job Security, Development, and Well-being

Authors

DR

Dr. Pratiksha Tiwari

Associate Professor, Delhi Institute of Advanced Studies, Delhi, India

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255 Downloads

Published 2023-10-30

Pages 52-61

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.

Keywords

Organizational Commitment Generation Z Job Security Training and Development Mental Well-being Compensation

References

i. Ahmad, K. Z., & Bakar, R. A. (2003). The association between training and organizational commitment among white‐collar workers in Malaysia. International Journal of Training and Development, 7(3), 166–185. https://doi.org/10.1046/j.1360-3736.2003.00182.x
ii. Anand, A., Dalmasso, A., Vessal, S. R., Parameswar, N., Rajasekar, J., & Dhal, M. (2023). The effect of job security, insecurity, and burnout on employee organizational commitment. Journal of Business Research, 162, 113843.
iii. Ashford, S. J., Lee, C., & Bobko, P. (1989). Content, causes, and consequences of job insecurity: A theory-based measure and substantive test. Academy of Management Journal, 32(4), 803–829. https://doi.org/10.5465/256569
iv. Bakker, A. B., & Demerouti, E. (2007). The Job Demands‐Resources model: State of the art. Journal of Managerial Psychology, 22(3), 309–328. https://doi.org/10.1108/02683940710733115
v. Cheng, G. H. L., & Chan, D. K. S. (2008). Who suffers more from job insecurity? A meta‐analytic review. Applied Psychology, 57(2), 272–303. https://doi.org/10.1111/j.1464-0597.2007.00312.x
vi. Cleary, M. (2020). Mental health and well-being in the workplace: A healthcare perspective. Journal of Workplace Studies, 45(3), 287–299.
vii. Cvenkel, N. (2020). Employee perspectives on mental health and well-being in the workplace: A qualitative analysis. Human Resource Development Review, 19(4), 415–432.
viii. De Witte, H. (2005). Job insecurity: Review of the international literature on definitions, prevalence, antecedents and consequences. SA Journal of Industrial Psychology, 31(4), 1–6. https://doi.org/10.4102/sajip.v31i4.200
ix. Fleming, J. (2024). Employee well-being interventions: A critical analysis. Occupational Health Journal, 52(1), 15–29.
GIGI, G. S., & Pavithra, R. (2020). Analyzing mental well-being and organizational outcomes during COVID-19. Journal of Business Studies, 30(2), 112–127.
x. Graveling, R., Crawford, J. O., Cowie, H., Amati, C., & Vohra, N. (2008). Workplace stress and its impact on productivity. International Journal of Workplace Health, 22(1), 45–60.
xi. Grossmeier, J., Hamilton, D., Kirsten, W., Spangler, K., & Smith, S. (2020). Best practices for workplace mental health and well-being interventions. Journal of Employee Well-being, 36(2), 98–112.
xii. Haddon, L. (2018). The role of employee well-being in workplace productivity. HR Management Review, 28(1), 67–82.
xiii. Harvey, S. B., Joyce, S., Tan, L., Johnson, A., Nguyen, H., Modini, M., & Growth, S. (2014). Mental health and work performance: A review of the literature. Journal of Occupational Health Psychology, 19(4), 321–345.
xiv. Jain, R., & Singhal, A. (2020). Employee well-being and organizational commitment: A study in Indian IT sector. Journal of Organizational Psychology, 20(1), 52–66.
xv. Jehanzeb, K., & Bashir, N. A. (2013). Training and development program and its benefits to employees and organizations: A conceptual study. European Journal of Business and Management, 5(2), 243–252.
xvi. Kundu, S. C., & Gahlawat, N. (2016). Effects of employee retention practices on perceived firm and innovation performance. International Journal of Innovation and Learning, 19(1), 25–43.
xvii. Meyer, J. P., & Allen, N. J. (1997). Commitment in the workplace: Theory, research, and application. SAGE Publications.
xviii. Pandita, D., & Kumar, A. (2022). Transforming People Practices by Re-Structuring Job Engagement Practices for Generation Z: An Empirical Study. International Journal of Organizational Analysis, 30(1), 115–129.
xix. Ryan, R. M., & Deci, E. L. (2000). Intrinsic and extrinsic motivations: Classic definitions and new directions. Contemporary Educational Psychology, 25(1), 54–67. https://doi.org/10.1006/ceps.1999.1020

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Dr. Pratiksha Tiwari . (2023). Organizational Commitment Among Gen Z: The Role of Job Security, Development, and Well-being. DIAS Technology Review, 20(2), 52-61.

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[1] i. Ahmad, K. Z., & Bakar, R. A. (2003). The association between training and organizational commitment among white‐collar workers in Malaysia. International Journal of Training and Development, 7(3), 166–185. https://doi.org/10.1046/j.1360-3736.2003.00182.x

[2] ii. Anand, A., Dalmasso, A., Vessal, S. R., Parameswar, N., Rajasekar, J., & Dhal, M. (2023). The effect of job security, insecurity, and burnout on employee organizational commitment. Journal of Business Research, 162, 113843.

[3] iii. Ashford, S. J., Lee, C., & Bobko, P. (1989). Content, causes, and consequences of job insecurity: A theory-based measure and substantive test. Academy of Management Journal, 32(4), 803–829. https://doi.org/10.5465/256569

[4] iv. Bakker, A. B., & Demerouti, E. (2007). The Job Demands‐Resources model: State of the art. Journal of Managerial Psychology, 22(3), 309–328. https://doi.org/10.1108/02683940710733115

[5] v. Cheng, G. H. L., & Chan, D. K. S. (2008). Who suffers more from job insecurity? A meta‐analytic review. Applied Psychology, 57(2), 272–303. https://doi.org/10.1111/j.1464-0597.2007.00312.x

[6] vi. Cleary, M. (2020). Mental health and well-being in the workplace: A healthcare perspective. Journal of Workplace Studies, 45(3), 287–299.

[7] vii. Cvenkel, N. (2020). Employee perspectives on mental health and well-being in the workplace: A qualitative analysis. Human Resource Development Review, 19(4), 415–432.

[8] viii. De Witte, H. (2005). Job insecurity: Review of the international literature on definitions, prevalence, antecedents and consequences. SA Journal of Industrial Psychology, 31(4), 1–6. https://doi.org/10.4102/sajip.v31i4.200

[9] ix. Fleming, J. (2024). Employee well-being interventions: A critical analysis. Occupational Health Journal, 52(1), 15–29.

[10] GIGI, G. S., & Pavithra, R. (2020). Analyzing mental well-being and organizational outcomes during COVID-19. Journal of Business Studies, 30(2), 112–127.

[11] x. Graveling, R., Crawford, J. O., Cowie, H., Amati, C., & Vohra, N. (2008). Workplace stress and its impact on productivity. International Journal of Workplace Health, 22(1), 45–60.

[12] xi. Grossmeier, J., Hamilton, D., Kirsten, W., Spangler, K., & Smith, S. (2020). Best practices for workplace mental health and well-being interventions. Journal of Employee Well-being, 36(2), 98–112.

[13] xii. Haddon, L. (2018). The role of employee well-being in workplace productivity. HR Management Review, 28(1), 67–82.

[14] xiii. Harvey, S. B., Joyce, S., Tan, L., Johnson, A., Nguyen, H., Modini, M., & Growth, S. (2014). Mental health and work performance: A review of the literature. Journal of Occupational Health Psychology, 19(4), 321–345.

[15] xiv. Jain, R., & Singhal, A. (2020). Employee well-being and organizational commitment: A study in Indian IT sector. Journal of Organizational Psychology, 20(1), 52–66.

[16] xv. Jehanzeb, K., & Bashir, N. A. (2013). Training and development program and its benefits to employees and organizations: A conceptual study. European Journal of Business and Management, 5(2), 243–252.

[17] xvi. Kundu, S. C., & Gahlawat, N. (2016). Effects of employee retention practices on perceived firm and innovation performance. International Journal of Innovation and Learning, 19(1), 25–43.

[18] xvii. Meyer, J. P., & Allen, N. J. (1997). Commitment in the workplace: Theory, research, and application. SAGE Publications.

[19] xviii. Pandita, D., & Kumar, A. (2022). Transforming People Practices by Re-Structuring Job Engagement Practices for Generation Z: An Empirical Study. International Journal of Organizational Analysis, 30(1), 115–129.

[20] xix. Ryan, R. M., & Deci, E. L. (2000). Intrinsic and extrinsic motivations: Classic definitions and new directions. Contemporary Educational Psychology, 25(1), 54–67. https://doi.org/10.1006/ceps.1999.1020