ABSTRACT
Generation Z has been considered the text-addicted generation, and more interested in social media than in work commitment. This study investigates the myths versus the realities. With Generation Z (Gen Z) rapidly entering the workforce in recent years, understanding their organizational commitment is crucial for effective management and retention strategies.
Based on Generational Cohort Theory to compare Gen Z with the previous cohorts, this study examines how core self-evaluation (CSE) and career/work values influence Gen Z's normative commitment. Data were collected from 384 respondents in the U.S., measuring organizational commitment, CSE, and career values in a two-waved survey. Our findings reflect that CSE positively related to normative commitment in general, while the effect is weaker in Gen Z group than in the non-Gen Z group. Career values also show generational differences as Gen Z's career value has a weaker positive impact on normative commitment. This study sheds light on how organizations tailor their strategies to fulfill the unique needs of Gen Z, fostering a more engaged and committed workforce.
Keywords
Generation Z, Generational Cohort Theory, Organizational Commitment, Normative Commitment, Core Self-Evaluation, Career Value