Employee Engagement, Commitment, Satisfaction and Organizational Performance Among Multigenerational Workforce
Keywords:Commitment, Employee engagement, Multigenerational workforce, Organizational performance, Satisfaction
This study determined the relationship of employee engagement, organizational commitment, job satisfaction, and organizational performance among multigenerational workforce in Higher Educational Institutions (HEIs). The descriptive survey and correlational research design was used employing quantitative method. The data were gathered through the questionnaire and administered to the 232 respondents. Focus group discussions were conducted to corroborate the discussion of the results of the study as part of the qualitative data. The data gathered were analyzed through frequency, percentage, weighted mean, pearson correlation, multiple regression and step linear regression. The findings of the study revealed that Baby Boomers, Generation X, and Generation Y “agreed” that their employee engagement has positive correlation to organizational performance (Ho1). Baby Boomers, Generation X, and Generation Y “agreed” that their organizational commitment has positive correlation to organizational performance (Ho2). It was also found that Baby Boomers, Generation X, and Generation Y are “satisfied” with their job which resulted to positive correlation to organizational performance (Ho3). Further, this study revealed that among the generational group, only employee engagement and job satisfaction has a significant effect to organizational performance (Ho4). Finally, it was found out that regardless of employee generational group only employee engagement and job satisfaction are the two predictors to improve organizational performance. (Ho5). Given the overall results, the study recommends that human resource development plans which are formulated based on the findings of the study should be adopted by HEIs.
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Copyright (c) 2020 Roel D. Juevesa, Cristina V. Juevesa, John Michael P. Castino
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.