Home⇛International Journal of Multidisciplinary: Applied Business and Education Research⇛vol. 6 no. 7 (2025)

Measuring Organizational Commitment of Boomers, Gen X, Gen Y, and Gen Z: Basis for Engagement and Retention Policies

Eliza B. Ayo | Caroline T. Sumande | Josan D. Tamayo | Maria Luisa G. Isip | Aryo De Wibowo M. S.

Discipline: Education

 

Abstract:

This study examined organizational commitment levels among hospi-tal employees across four generational cohorts—Baby Boomers, Genera-tion X, Generation Y (also known as Millennials), and Generation Z—within healthcare settings. Grounded in Meyer and Allen’s Three-Compo-nent Model (TCM) of Commitment, the research assessed affective, continuance, and normative commitment through a mixed-methods, cross-sec-tional design involving 91 participants. Quantitative data were collected via structured surveys. Due to the small and unequal sample sizes and non-normal distribution, the Kruskal-Wallis H test was employed to compare commitment levels across generations. The results revealed no statistically significant generational differ-ences. All cohorts showed consistently high affective commitment (M = 3.28–3.33), moderate continuance commitment (M = 2.50–2.67), and moderate-to-high normative commitment (M = 2.83–3.17). These findings suggest that a shared emotional connection to the healthcare mission, meaningful work, and aligned values contribute more strongly to employee commitment than generational identity. Qualitative data from open-ended survey responses further supported these findings. Thematic analysis revealed nine key drivers of commitment, with value alignment and workplace support emerging as the most influential across all age groups. Employees emphasized emotional attachment, job stability, and a sense of loyalty as central to their commitment, underscoring the im-portance of intrinsic, value-based motivators over external pressures. While the study offers meaningful insights for developing inclusive hu-man resource strategies to enhance engagement and retention, its limitations—particularly the small sample sizes for Generation Z (n = 3) and Baby Boomers (n = 6)—limit the statistical power and generalizability of the results. Nonetheless, the findings highlight the potential for healthcare organizations to foster commitment across generations by focusing on shared values and mission-driven work.



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