EFFECT OF GENERATION Y MOTIVATORS ON GENERATION Y ORGANIZATIONAL COMMITMENT: A CASE STUDY OF NAKURU COUNTY GOVERNMENT HEADQUARTERS

Abstract

The purpose of this study was to examine generation Y motivators (work relation, work life balance and technology support) and how they affect their organizational commitment. The objectives guiding the study were; to assess the effect of workplace relationship on commitment of generation Y employees, to examine the effect of work life balance on commitment of generation Y employees and to analyze the effect of technology support on commitment of generation Y employees. A cross-sectional survey research design was adopted. The target population comprised all the 97 generation Y employees, currently working at the Nakuru County Government Headquarters. A structured questionnaire was used to collect data which was analyzed using descriptive statistics (mainly frequency, percentages and chi square). Pearson’s Correlation was used to show the direction and the strength of the relationship between generation Y motivators and their commitment to the organization while regression analysis was used to determine to what degree the independent variables (work life balance, workplace relationship and technology support) explained a change in organizational commitment. Findings of the study were presented in tables. Results showed that when all variables (workplace relation, work life balance and technology support) are combined it can explain approximately 14.2% of the variations in generation Y employees’ commitment in Nakuru County Government Headquarters. The findings also found out that work life balance aspects had a significant effect at 10% level of significance (β2= 0.250; p =0.80), and workplace relationship and technology support factors were also significant (β1= 0.555; p=0.05) and (β3=-0.609; p =0.02) respectively. From the findings it can be concluded that technology support and workplace relationships are important motivating factors to generation Y employee commitment while work life balance was less important, in Nakuru County Government Headquarters. The researcher recommends further research to be attempted in private firms, to find out whether generation Y motivators affect the organization commitment of generation Y employees. The study also recommends that the Human Resource managers of Nakuru County Government Headquarters should put in practice all the generation Y motivators as mentioned in this study as a tool for increasing generation Y commitment to their organization.