Date of Conferral
Existing research on the Millennial generation has focused on identifying the workplace attributions and stereotypes between generations, and the relationship between those attributions and stereotypes, as related to organizational commitment. However, research has not addressed which workplace characteristics influence organizational commitment of the Millennial generation. Herzberg's 2-factor theory was used to investigate the relationship between workplace characteristics and organizational commitment of the Millennial generation. The purpose of this quantitative study was to determine whether workplace characteristics influence organizational commitment in the Millennial generation. This quantitative study used the Minnesota Satisfaction Questionnaire and the Organizational Commitment Questionnaire. A convenience sample of 215 individuals born between 1984 and 1998 were surveyed. The key research questions investigated which workplace characteristics had the greatest impact on organizational commitment. The results indicated that self-management of career paths, combined with opportunities for employee development provided the best predictors for organizational commitment of the Millennial generation. These 2 variables accounted for 21% of the variance of the OCQ (R = .463, RÂ²=.21).By understanding which workplace characteristics impact organizational commitment, organizations will be able to reduce turnover, employees will become more committed to the organization, which may provide employers with a greater opportunity to develop future leaders of their organizations and thereby initiate positive social change at the level of the individual employee and the organization.