Worklife Balance and Organizational Commitment of Generation Y Employees

Evangelista, Marianne Joyce M.Lim, Eric Darryl N.Rocafor, Shirley C.Teh, Germaine Larisse Y.

Introduction

• Short Video

“Generation Y” posted by emreyno3

Review of Related Literature• Silent Generation (born: 1922-1945)

▫ witnessed World War II, the Great Depression, the Cold War, the bombing of Pearl Harbor (Young, 2007)

• Baby Boomer (born: 1946-1964)▫ born in the midst of events such as civil rights movements, the

introduction of the birth control pill, rock and roll (Young, 2007)

• Generation X (born: 1965-1979)▫ fall of Berlin, and introduction of punk rock, rap and the

personal computer (Young 2007)

Generation Y (born: 1980-2000)▫ period when the internet, instant messaging, other technology and hip hop are prevalent (Young, 2007)

Review of Related Literature•Generation Y

▫New ideas, behavior, & characteristics (i.e. Self-entitlement)

▫Value worklife balance▫More loyal to their careers than to the

organization▫Best qualities: hunger for constant learning

& self-development• Generation Y employees value worklife balance

more as compared to the other generations

Statement of the Problem

Does worklife balance affect the organizational commitment of Generation Y employees in the selected IT firm in Metro Manila?

Objectives1. To determine the worklife balance status and level

of organizational commitment of Generation X employees in the selected IT firm.

2. To determine the worklife balance status and level of organizational commitment of Generation Y employees in the selected IT firm.

3. To compare the similarities and differences in worklife balance status and level of organizational commitment between Generation X and Y employees in the selected IT firm.

4. To identify the effects of worklife balance on organizational commitment in the selected IT firm.

Significance of the Study• To check if Generation X and Y employees are

experiencing the ideal level of WLB and OC• To show the specific effects of WLB and OC of the

employees• To act as a defense against the criticisms on

Generation Y• To reveal to the global workforce the findings on

Generation Y in the Philippine setting• In a few years, Generation Y will be dominating

the workforce!

Generation X and Y

Conceptual Framework

Generation X and Y

Operational Framework

Method•Quantitative Analysis

▫Survey Questionnaires 3 component model of organizational

commitment questionnaire, revised by Lee, Allen and Meyer (2001)

Worklife balance scale - “Psychometric Assesment of an Instrument Designed to Measure WorkLife Balance” Hayman (2005).

•Qualitative Data Analysis ▫Interview Guide

Results•Respondents

▫Survey: all 94 employees of the selected IT firm

▫Interview: HR 10 employees (5 Gen Y, 5 GenX)

Results• Gen X and Y – WLB balance

Worklife Balance is significant on Organizational Commitment for both Generation X and Y (p=0.033141)

• Moderate positive correlation between Worklife Balance and Organizational Commitment at cc=0.30

• Gen X – closer to significant level 0.05 (p = 0.091053)

• Gen Y - Worklife Balance did not have a significant difference on Organizational Commitment for Generation Y at (p = 0.458313)

*p-value significant at p<0.05

Results

•Generation Y▫WLB:

Both Saturday & overtime work are tiresome but does not affect their worklife balance

▫OC: Most respondents are open to the idea of

looking for better job opportunities outside of the company

Results

•Generation X▫WLB:

Company interventions on worklife balance are considered sufficient and just “okay”

▫OC: Majority are loyal to the company and has no

immediate intentions or plans to leave

Discussion: Worklife Balance

•Worklife interference with personal life (WIPL)

Similarities Overtime is necessary (Cramption & Hodge, 2009)

Differences: Differences in reasons for overtime work

(Alexander & James 2009) Privilege of flexibility in work hours/schedule (X) Trainings perceived differently (Cubic Consulting,

2008)

•Personal life interference with work (PLIW)

Similarities : Value importance of personal life Struggle to balance work and life considering 6-

day work week Appreciate Christmas party and outings

Discussion: Worklife Balance

•Personal life interference with work (PLIW)

Differences : The definition of personal life: time with family

(X) vs. social life (Y) effect of Saturdays to personal lives (Y) request for flexible schedules (Y) (Lower &

Schwarz, 2008) proximity to residence (X)

Discussion: Worklife Balance

Discussion: Worklife Balance

•Work/Personal life enhancement (WPLE) Similarities:

happy with office environment and relationship with management

Differences: expectations on job function: challenging and

personal growth (Y) vs. accustomed to/comfort (X) (Grillo, 2009)

Discussion: Organizational Commitment•Continuance Commitment (cost of leaving too

high) Similarities :

reasons: economy, the work opportunity available, and the precise uncertainty that comes with the new job (Terjesen, Vinnicombe, and Freeman, 2007)

Opportunity to get a higher salary Differences :

proximity of the workplace to their homes (X) perceptions on availability of career

advancement

Discussion: Organizational Commitment•Normative Commitment (obligation to stay-moral

imperatives) Similarities:

claim that they loyal to the company: provides them work and compensation

Differences: “utang na loob” - referrals (X) Seize opportunities for career advancement (Y)

(D'Amato & Herzfeldt, 2008)

Discussion: Organizational Commitment•Affective Commitment (employee’s attachment,

involvement in, and identification with their employers) Similarities:

reason for loyalty: emotional attachment to bosses & co-employees and the good work environment

Differences: “utang na loob” to their employers – the

company as a whole (X)

Making the connection: WLB effects on OC•Gen Y

▫ WLB do not have a significant effect on OC

Characteristics of Generation Y• Desire to be independent• Techno-savvy• Impatient/ Sense of Immediacy• Demand for responsibility• Flexibility of work• Clearer expectations based on previous job experience• Career planning• Self-entitlement

Making the connection: WLB effects on OC•Gen X – closer to significant level

▫ WLB not significant on OC BUT is closer

Characteristics of Generation X• Skeptical• Self- reliant• Loyal• Attracted by promises of climbing ladders, paying dues, and cashing out at retirement

Making the connection: WLB effects on OC• Gen X and Y – WLB balance

Worklife Balance is significant on Organizational Commitment for both Generation X and Y

Other variables might have pulled up the scores

Conclusion

•Generation Y employees do not consider worklife balance as a necessary factor to stay in a company

•Generation Y sees worklife balance as a given state or basic job consideration that must be already present

Recommendations

•Looking into the company culture as a possible variable

•Study or compare to same or another industry or size of the company

•Compare to another multinational or local company

•May also look into family businesses•Comparing different departments

(subcultures)•Repackage compensation schemes

Thank You!