Human Resource Management for Developing Organizational Commitment of Generation Y
Article Sidebar
Main Article Content
Abstract
This article aims to study human resource management approaches that improve Generation Y's organizational commitment. They will be the main force for the organization in the future. However, they have different attitudes, expectations, and work values. In addition, the traditional human resource management practices are still not appropriate to satisfy, make them work at full capacity, and unable to maintain this cohort to work with the organization for a long time. This article reviewed literature about the Generation Y cohort, both Thai and foreign, mostly published within ten years from various databases. The analysis and synthesis are performed according to the concept of person-organization and job fit that will create organizational commitment in all three elements. These will present the suitable practices in human resource management in 4 areas. They are (1) the recruitment and selection using social media that consistent with generation Y skills and values, (2) the human resource development through the mentoring system that focuses on individual progression, (3) the flexible compensation that can be tailored to individual needs, and (4) the performance management with prompt and friendly feedback.
Article Details
1. Any views and comments in the FEU Academic Review Journal are the authors’ views. The editorial staff have not to agree with those views and it is not considered as the editorial’s responsibility.
2. The responsibility of content and draft check of each article belongs to each author. In case, there is any lawsuit about copyright infringement. It is considered as the authors’ sole responsibility.
3. The article copyright belonging to the authors and the Far Eastern University are copyrighted legally. Republication must be received direct permission from the authors and the Far Eastern University in written form.
References
Agarwala, T. (2003). Innovative human resource practices and organizational commitment: An empirical investigation. International Journal of Human Resource Management. 14(2), 175-197.
Allen, N. J. & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology. 63(1), 1-18.
Angle, H. L. & Lawson, M. B. (1994). Organizational commitment and employees' performance ratings: Both type of commitment and type of performance count. Psychological Reports. 75(3_suppl), 1539-1551.
Bai, B., Brewer, K. P., Sammons, G. & Swerdlow, S. (2006). Job satisfaction, organizational commitment, and internal service quality: A case study of Las Vegas hotel/casino industry. Journal of Human Resources in Hospitality & Tourism. 5(2), 37-54.
Bumpenboon, A. & Jirayuth, P. (2016). Factors Affecting Job Satisfaction to Gen Y. Modern Management Journal. 14(2), 97-104. [In Thai]
Burton, J. P., Lee, T. W. & Holtom, B. C. (2002). The influence of motivation to attend, ability to attend, and organizational commitment on different types of absence behaviors. Journal of Managerial Issues. 14(2), 181-197.
Cascio, W. F. (2014). Leveraging employer branding, performance management and human resource development to enhance employee retention. Human Resource Development International, 17(2), 121-128.
Cheah, C. S., Chong, V. S. W., Yeo, S. F. & Pee, K. W. (2016). An empirical study on factors affecting organizational commitment among generation X. Procedia-Social and Behavioral Sciences. 219, 167-174.
Chen, C. (2020). Behavior of Generation Y towards Workplace Fun in Multinational Company in Thailand. ROMPHRUEK JOURNAL, 38(1), 83-99.
Chen, J. & Lian, R. (2015). Generational differences in work values in China. Social Behavior and Personality: an international journal. 43(4), 567-578.
Chen, P. J., & Choi, Y. (2008). Generational differences in work values: A study of hospitality management. International Journal of Contemporary Hospitality Management, 20(6), 595-615.
Chew, J. & Chan, C. C. (2008). Human resource practices, organizational commitment and intention to stay. International Journal of Manpower. 29(6), 503-522.
Choo, J. L. M., Desa, N. M. & Asaari, M. H. A. H. (2016). Flexible working arrangement toward organizational commitment and work-family conflict. Studies in Asian Social Science. 3(1), 21-36.
Dechawatanapaisal, D. (2009). Perceptions of Generation Y’s Attributes and Motivational Preferences: Outlooks from Different Working. Chulalongkorn Business Review. 31(121), 1-25. [In Thai]
Eckleberry-Hunt, J. & Tucciarone, J. (2011). The challenges and opportunities of teaching “Generation Y”. Journal of Graduate Medical Education. 3(4), 458-461.
Electronic Transactions Development Agency. (2020). Thailand Internet User Behavior 2019. Retrieved September 20, 2020, from https://www.etda.or.th/publishing-detail/thailand-internet-user-behavior-2019.html. [In Thai]
Faour, H., & Heinze, A. (2013). The use of social media to attract generation Y in organisations. Retrieved September 20, 2020, from http://usir.salford.ac.uk/id/eprint/28502/.
Franco, A., & Lyapina, L. (2016). Work-Related Factors that Affect Organizational Commitment: An Examination using Millennials in the Workforce of Thailand. International Journal of Research. 3(11), 33-42.
Gibson, J. W., Greenwood, R. A. & Murphy Jr, E. F. (2009). Generational differences in the workplace: Personal values, behaviors, and popular beliefs. Journal of Diversity Management (JDM). 4(3), 1-8.
Gin Choi, Y., Kwon, J. & Kim, W. (2013). Effects of attitudes vs experience of workplace fun on employee behaviors: Focused on Generation Y in the hospitality industry. International Journal of Contemporary Hospitality Management. 25(3), 410-427.
Gursoy, D., Chi, C. G. Q. & Karadag, E. (2013). Generational differences in work values and attitudes among frontline and service contact employees. International Journal of Hospitality Management. 32, 40-48.
Hallberg, U. E., & Schaufeli, W. B. (2006). “Same same” but different? Can work engagement be discriminated from job involvement and organizational commitment?. European Psychologist. 11(2), 119-127.
Jituea, N. (2018). The Organizational Commitment of Generation Y Employees of Private Company in a Service Business in Bangkok. The Golden Teak: Humanity and Social Science Journal. 24(Special Issue), 53-65. [In Thai]
Kowske, B. J., Rasch, R. & Wiley, J. (2010). Millennials’ (lack of) attitude problem: An empirical examination of generational effects on work attitudes. Journal of Business and Psychology. 25(2), 265-279.
Kuenwan, K., Tuamtong, S., & Chaimongkol, N. (2019). Effects of different generations of employees in an organization on organizational commitment. RMUTT Global Business Accounting and Finance Review. 2(3), 34-49.
Lambert, E. G., Paoline III, E. A. & Hogan, N. L. (2006). The impact of centralization and formalization on correctional staff job satisfaction and organizational commitment: An exploratory study. Criminal Justice Studies. 19(1), 23-44.
Lim, H. L. (2014). The emergent Gen Y workforce: Implications for labour nationalization policies in the UAE and Saudi Arabia. Journal of Business Theory and Practice.
, 267-285.
Liu, H. & Qin, J. (2015). A Research on relationship between Generation Y Employees’ organizational commitment and turnover intention. In 2015 International Conference on Industrial Technology and Management Science. (pp. 1185-1188). Atlantis press.
Lub, X., Nije Bijvank, M., Matthijs Bal, P., Blomme, R. & Schalk, R. (2012). Different or alike? Exploring the psychological contract and commitment of different generations of hospitality workers. International Journal of Contemporary Hospitality Management. 24(4), 553-573.
Martin, C. A. (2005). From high maintenance to high productivity: What managers need to know about Generation Y. Industrial and Commercial Training. 37(1), 39-44.
Meyer, J. P. & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review. 1(1), 61-89.
Meyer, J. P. & Herscovitch, L. (2001). Commitment in the workplace: Toward a general model. Human Resource Management Review. 11(3), 299-326.
Meyer, J. P., Stanley, D. J., Herscovitch, L. & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior. 61(1), 20-52.
Mowday, R. T., Steers, R. M. & Porter, L. W. (1979). The measurement of organizational commitment. Journal of Vocational Behavior. 14(2), 224-247.
Naim, M. F. & Lenka, U. (2018). Development and retention of Generation Y employees: A conceptual framework. Employee Relations. 40(2), 433-455.
Ng, E. S., Schweitzer, L. & Lyons, S. T. (2010). New generation, great expectations: A field study of the millennial generation. Journal of Business and Psychology. 25(2), 281-292.
Niramitchainont, P. & Sonsri, G. (2017). Appropriate Model for Provinding Teachers and Education Personnel’s Welfare and Safety in Thailand. Veridian E-Journal, Silpakorn University (Humanities, Social Sciences, and Arts). 10(1), 1680-1697. [In Thai]
Özçelik, G. (2015). Engagement and retention of the millennial generation in the workplace through internal branding. International Journal of Business and Management. 10(3), 99-107.
Popaitoon, P., Wademongkolgone, M. & Kongchan, A. (2016). Generational Differences in Person-Organization Value Fit and Work-Related Attitudes. Chulalongkorn Business Review. 38(1), 107-137. [In Thai]
Popaitoon, S. (2018). Generation Y in the Digital Economy and Person-Organization Value Fit on Intention to Stay. Journal of HR Intelligence. 13(2), 11-33. [In Thai]
Sawangnuwatkul, N. (2019). Employee Engagement form the Perspective of Generation Y Educators. Chophayom Journal. 30(2), 109-118. [In Thai]
Shahnawaz, M. G. & Juyal, R. C. (2006). Human resource management practices and organizational commitment in different organizations. Journal of the Indian Academy of Applied Psychology. 32(3), 171-178.
Solnet, D., Kralj, A. & Kandampully, J. (2012). Generation Y employees: An examination of work attitude differences. Journal of Applied Management and Entrepreneurship. 17(3), 36-54.
Steers, R. M. (1977). Antecedents and outcomes of organizational commitment. Administrative Science Quarterly. 22, 46-56.
Thepphawan, P. (2011). Strategic Humanresource Management. Bangkok: Se-Education. [In Thai]
Treuren, G. & Anderson, K. (2010). The employment expectations of different age cohorts: Is Generation Y really that different?. Australian Journal of Career Development. 19(2), 49-61.
Twenge, J. M., Campbell, S. M., Hoffman, B. J., & Lance, C. E. (2010). Generational differences in work values: Leisure and extrinsic values increasing, social and intrinsic values decreasing. Journal of Management. 36 (5), 1117-1142.
Yuprot, T. (2013). Effect of Work Values on Organizational Citizenship Behavior among the Generations. Thammasat Business Journal. 36(138), 40-62. [In Thai]