Publication Date
Spring 4-12-2016
School
School of Business
Major
Business Administration
Keywords
job satisfaction, organizational commitment, millennials, millennial generation
Disciplines
Organizational Behavior and Theory
Recommended Citation
Tschantz, Courtney A., "Increasing Job Satisfaction and Organizational Commitment in the Millennial Workforce" (2016). Senior Honors Theses. 574.
https://digitalcommons.liberty.edu/honors/574
Abstract
Members of the Millennial Generation have higher rates of turnover compared to other generations. This can represent significant costs to organizations, and therefore is important to minimize. Job satisfaction has been shown to increase motivation and productivity as well as decrease turnover, and can be maximized by adjusting economic factors, fostering interpersonal relationships, and adjusting activities, tasks, and work conditions to the personality of the worker. All three types of organizational commitment (affective, normative, and continuance) also decrease turnover rates. Both job satisfaction and organizational commitment depend on a worker’s personality, needs, and expectations, which are influenced by the generation they were born into. Implementing mentoring programs and making specific changes in job design and work environment according to Millennials’ needs and expectations could increase Millennial satisfaction and commitment.
