The Effect of Perceived Organizational Support and Job Satisfaction on Organizational Commitment among Generation Y Employees

Abstract

Organizational Commitment is a crucial aspect for organizations because it reflects employees’ willingness to remain with the organization and contribute optimally. Among generation Y employees, organizational commitment tends to be lower because this generation is more likely to change jobs if the organization does not meet their expectations and needs, making perceived organizational support and job satisfaction important factors in shaping a positive attitude toward the organization. This study aims to test the hypotheses that (H1) Perceived organizational support has a positive effect on organizational commitment, (H2) Job satisfaction has a positive effect on organizational commitment, and (H3) Perceived organizational support and job satisfaction simultaneously have a positive effect on organizational commitment among generation Y employees. The research employed a quantitative approach with a correlational design involving 157 generation Y employees selected using purposive sampling. Data were collected using the Survey of Perceived Organizational Support (SPOS), Job Satisfaction Survey (JSS), and Organizational Commitment Questionnaire (OCQ) scales and analyzed with multiple linear regression. The research results show that job satisfaction and perceived organizational support have a positive and significant simultaneous effect (F = 24.820; Sig. 0.000). Partially, perceived organizational support has a positive and significant effect (B = 0.431; Sig. 0.026) and job satisfaction also has a positive and significant effect (B = 0.155; Sig. 0.000). The model explained 23.4% of the variation in organizational commitment (R2= 0.234). Based on the research results, it can be concluded that perceived organizational support and job satisfaction have a partial and significant effect on organizational commitment among generation Y employees.