FACTORS AFFECTING ORGANIZATIONAL COMMITMENT: THE ROLES OF PERCEIVED ORGANIZATIONAL SUPPORT, WORK MOTIVATION, AND EMPLOYEE ENGAGEMENT AMONG GENERATION Y AND GENERATION Z EMPLOYEES AT THE ELECTRICITY GENERATING AUTHORITY OF THAILAND
Keywords:
Perceived Organizational Support, Work Motivation, Employee Engagement, Organizational Commitment, Generation Y, Generation ZAbstract
This research aimed to 1) examine the factors affecting organizational commitment among Generation Y and Generation Z employees at the Electricity Generating Authority of Thailand (EGAT), 2) investigate the mediating role of work engagement in the relationship between these factors and organizational commitment, and 3) develop practical guidelines for enhancing organizational commitment among new-generation employees at EGAT. The research used a quantitative approach, employing a survey method with a questionnaire as the research instrument. The sample consisted of 400 Generation Y and Generation Z employees working at EGAT. Descriptive statistics for data analysis included frequency, percentage, mean, and standard deviation, while inferential statistics for hypothesis testing included Pearson's Product Moment Correlation Coefficient and Partial Least Squares-Structural Equation Modeling (PLS-SEM).
The results showed that perceived organizational support and work motivation positively affected organizational commitment and work engagement among Generation Y and Generation Z employees at a significance level of .001. Work engagement positively influenced organizational commitment at a significance level of .001 and mediated the relationships between perceived organizational support, work motivation, and organizational commitment. The findings highlight the importance of concrete employee support and effective motivation design in enhancing work engagement and organizational commitment.
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