Retention Factors Towards Organisation Commitment Among Baby Boomers, Generation X and Generation Y: A Survey on Executive in Tenaga Nasional Berhad

• Main Author: Hani Suraiya, Jamaluddin
• Format: Thesis
• Language: English; English
• Published: 2010
• Subjects: HD58.7 Organizational Behavior.
• Online Access: https://etd.uum.edu.my/2444/1/Hani_Suraiya_Jamaluddin.pdf; https://etd.uum.edu.my/2444/2/1.Hani_Suraiya_Jamaluddin.pdf; https://etd.uum.edu.my/2444/; http://lintas.uum.edu.my:8080/elmu/index.jsp?module=webopac-l&action=fullDisplayRetriever.jsp&szMaterialNo=0000769062

Differences in perception among the Baby Boomers, Generation Y and Generation X workers are an important issue that must be addressed by all organizations. This study aimed to identify factors that affect employee retention and organizational commitment among the three generation. In addition, this study aims to identify differences in employee retention factors and organizational commitment among the three generations. The study was also aimed to identify relationship and influence on employee retention and organizational commitment. Thus the independent variable is the retention factor of workers which is the three dimensions of rewards, recognition and work-life balance. While the dependent variable discuss in this research is organizational commitment. It carried out a field study of 140 executives of Tenaga Nasional Berhad (TNB) who is working at the headquarters of TNB Bangsar. The questionnaire was adapted from Andreas Dockel, 2003. ANOVA analysis, Pearson correlation and multiple tools used to achieve the objectives of the study. ANOVA results shows that there are significant differences between rewards and organization commitment by generations of workers. While the factors of recognition and work-life balance in the ANOVA analysis showed no significant difference. Pearson correlation analysis shows that the three retention factors have positive significant relationship between employee retention factors and organizational commitment. Whereas regression analysis showed that the most influential factor is rewards (B = .223, p = .000) on organizational commitment among executives at Tenaga Nasional Berhad. This study suggests that in order to improve organizational commitment, TNB should look at reward and recognition factors that has been implement in TNB.