GENERATIONAL DIVERSITY, PERSONAL ATTRIBUTES AND ORGANIZATIONAL COMMITMENT AMONG EMPLOYEES OF CORPORATE CONSULTANCIES

Purani Verasamy, Abdul Halim Abdul Majid, Noor Asma Jamaluddin
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引用次数: 3

Abstract

The main objective of this paper was to examine relationships of generational diversity, personal attributes (i.e., work values; attitudes and behavior; and interpersonal skills) on organizational commitment among employees of corporate consultancies. The research framework contained four independent variables which were generational diversity, work values, attitude and behavior, and interpersonal skills. Meanwhile the dependent variable was organizational commitment (i.e., affective, continuance and normative). The survey was conducted among employees of 15 corporate consultancies in Kuala Lumpur. A total of 436 questionnaires were distributed and 241 questionnaires were returned which represented a response rate of 55.27%. Statistical Package software for Social Science (SPSS) Version 24.0 was used to analyze the data. One-Way ANOVA and Pearson correlation coefficient were used to test the hypothesis. It was found that there was a significant difference among the three generations of workforce (i.e., Baby Boomers, generation X and generation Y) on organizational commitment (affective, continuance and normative). Further, the Pearson correlation coefficient revealed that there were significant relationships between work values, attitude and behavior, and interpersonal skills of the three generations (Baby Boomers, generation X and generation Y) towards organizational commitment (affective, continuance and normative).
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企业咨询公司员工的代际多样性、个人属性与组织承诺
本文的主要目的是研究代际多样性、个人属性(即工作价值观;态度和行为;人际交往能力)对企业咨询公司员工组织承诺的影响。研究框架包含四个自变量:代际差异、工作价值观、态度与行为、人际交往能力。因变量为组织承诺(情感性、持续性和规范性)。这项调查是在吉隆坡15家企业咨询公司的员工中进行的。共发放问卷436份,回收问卷241份,回复率为55.27%。采用社会科学统计软件包(SPSS) Version 24.0对数据进行分析。采用单因素方差分析和Pearson相关系数对假设进行检验。研究发现,婴儿潮一代、X一代和Y一代员工在组织承诺(情感性、持续性和规范性)上存在显著差异。此外,Pearson相关系数显示,婴儿潮一代、X一代和Y一代三代人的工作价值观、态度和行为以及人际交往能力对组织承诺(情感性、持续性和规范性)存在显著的相关关系。
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