Generation Y: Affective organizational commitment and intention to stay

Main Article Content

Thanakrit Sangchoey
Prommatr Jindachote
Sabaithip Mongkolnimit


This research aimed to investigate the association between Generation Y hotel staffs’ affective organizational commitment, their intention to stay in the organization and to identify the factors that influence their affective organizational commitment. The representative sample of this research were Generation Y hotel staffs in Bangkok. The research tool comprised two sets of questionnaires: one for measuring affective organizational commitment and the another one for measuring the factors associated with intention to stay in the organization. The hypothesis testing employed multiple regression analysis and simple regression analysis. The research results revealed that the representative samples had a moderate level of affective commitment on the organization and intention to stay. Their affective commitments on the organization had a positive relationship with their intention to stay, which represented 24 percent (R2 = 0.24). The factor that had the most positive effect on their affective commitment were their positive relationships with their supervisors, followed by the distinct vision of the organization, recognition of their good work, job challenges, and empowerment. This model could explain the predictor variables associated with their affective commitment and intention to stay at 35 percent (R2 = 0.35). The suggestions from the research results can be applied to strategically planning in human resource management for Generation Y hotel employees.


Download data is not yet available.

Article Details

บทความวิจัย (Research Articles)


Addae, H. A., Parboteeah, K. P., & Davis, E. E. (2006). Organizational Commitment and Intentions to Quit: An Examination of the Moderating Effects of Psychological Contract Breach in Trinidad and Tobago. International Journal of Organizational Analysis, 14(3): 225-238.

Adkins, A. (2016). Millennials: The Job-Hopping Generation. [Online]. Retrieved May 1, 2021 from

Allen, D. G., & Shanock, L. R. (2013). Perceived Organizational Support and Embeddedness as Key Mechanisms Connecting Socialization Tactics to Commitment and Turnover among New Employees. Journal of Organizational Behavior, 34(3): 350-369.

Ayuwat, Dussadee, Narongchai, Wanicha & Auraiampai, Nattawat. (2017). Engagement of Empolyees: A Case of An Industrial Plant in The Northeast of Thailand (ความผูกพันต่อองค์กรของพนักงาน: กรณีศึกษา โรงงานอุตสาหกรรมแห่งหนึ่งในภาคตะวันออกเฉียงเหนือของประเทศไทย). Kasetsart Engineering Journal, 30(101): 29-40.

Beyer, J. E., & Marshall, J. (1981). The Interpersonal Dimension of Collegiality. Nursing Outlook, 29(11): 662-665.

Bumpenboon, Atjima, & Jirayuth, Putthithorn. (2016). Factors Affecting Job Satisfaction to Gen Y (ปัจจัยที่มีผลต่อความพึงพอใจในการปฏิบัติงานของพนักงานกลุ่ม Gen Y). MBA-KKU Journal, 9(2): 239-252.

Bunrangsee, Prinnaporn, & Jadesadalug, Viroj. (2018). The Influence of Job Challenge and Empowerment Climate in Line with the Agreeableness Factors Effecting Creative Performance through the Affective Commitment of the Generation Y Employees (อิทธิพลของความท้าทายและการมอบอำนาจร่วมกับการคล้อยตามในการทำงานที่ส่งผลต่อการปฏิบัติงานเชิงสร้างสรรค์ผ่านความผูกพันต่อองค์กรด้านความรู้สึกของพนักงานเจเนอเรชั่นวาย). Veridian E-Journal, Silpakorn University (Humanities, Social Sciences and Arts), 11(12): 810-829.

Cohen, A. (2007). Commitment before and after: An Evaluation and Reconceptualization of Organizational Commitment. Human Resource Management Review, 17(3): 336-354.

Csikszentmihalyi, M., & LeFevre, J. (1989). Optimal Experience in Work and Leisure. Journal of Personality and Social Psychology, 56(5): 815-822.

Dechawatanapaisal, Decha, Noompaya, Kritsaya, Nualluck, Jeerapa, & Pluemboon, Chonnapat. (2014). A Study of Viewpoints and Expectations of Generational Characteristics between Generation X and Generation Y (การศึกษาเจเนเรชันเอ็กซ์และเจเนอเรชันวายในมุมมองต่อคุณลักษณะ ของตนเองและความคาดหวังต่อคุณลักษณะของเจเนเรชันอื่น). Chulalongkorn Business Review, 36(141): 1-17.

Dwivedi, S. (2015). Turnover Intentions: Scale Construction & Validation. The Indian Journal of Industrial Relations, 50(3): 452-468.

Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived Organisational Support. Journal of Applied Psychology, 71(3): 500-507.

Haserot, P. W. (2004). Another Look at How Gen X and Gen Y Differ, IOMA’s Report on Compensation and Benefits for Law Offices, New York, 4(11): 5.

Kinnie, N., Hutchinson, S., Purcell, J., Rayton, B., & Swart, J. (2005). Satisfaction with HR Practices and Commitment to the Organisation: Why One Size Does Not Fit All. Human Resource Management Journal, 15(4): 9-29.

Kijbumrungrat, Krieng. (2020). Principles of Statistics for General Data Analysis (หลักสถิติเพื่อการวิเคราะห์ข้อมูลทั่วไป) (2nd ed.). Bangkok: Thammasat University Press.

Mercurio, Z. A. (2015). Affective Commitment as a Core Essence of Organizational Commitment: An Integrative Literature Review. Human Resource Development Review, 14(4): 389-414.

Meyer, J. P., & Allen, N. J. (1991). A Three-component Conceptualization of Organizational Commitment. Human Resource Management Review, 1(1): 61-89.

Meyer, J. P., Allen, N. J., & Smith, C. A. (1993). Commitment to Organizations and Occupations: Extension and Test of a Three-component Conceptualization. Journal of Applied Psychology, 78(4): 538-551.

Meyer, J. P., Stanley, D. J., Herscovitch, L., & Topolnytsky, L. (2002). Affective, Continuance, and Normative Commitment to the Organization: A Meta-analysis of Antecedents, Correlates, and Consequences. Journal of Vocational Behavior, 61(1): 20-52.

Milinthapunya, Warunee. (2018). Factors Related to Retention of Employees at a University Hospital (ปัจจัยที่สัมพันธ์กับการคงอยู่ในงานของบุคลากรโรงพยาบาลมหาวิทยาลัย). Journal of Thonburi University, 12(8): 244-255.

Molinare, V., & Weiss, D. (2005). Driving Employee Engagement. [Online]. Retrieved March 8, 2020 from

Morrow, P. C. (2011). Managing Organizational Commitment: Insights from Longitudinal Research. Journal of Vocational Behavior, 79(1): 18-35.

Mowday, R. T., Steers, R. M., & Porter, L. W. (1979). The Measurement of Organizational Commitment. Journal of Vocational Behavior, 14(2): 224-247.

Nutt, P. C., & Backoff, R. W. (1997). Crafting Vision. Journal of Management Inquiry, 6(4): 308-328.

Nyakaro, N. R. (2016). Effect of Recognition on Work Commitment by Non-teaching Staff in Public University in Kenya. Online Journal of Social Sciences Research, 5: 47-56.

Office of Knowledge Management and Development. (2016). New Gen is Now (คนรุ่นใหม่คือพลังแห่งอนาคต). [Online]. Retrieved March 10, 2020 from

Research Centre for Social and Business Development. (2018). Lifestyle of Salaryman in the Working Dimension and Quality of Life (วิถีมนุษย์เงินเดือนในมิติการทำงาน และคุณภาพชีวิต). [Online]. Retrieved December 10, 2019 from

Rhoades, L., Eisenberger, R., & Armeli, S. (2001). Affective Commitment to the Organization: The Contribution of Perceived Organizational Support. Journal of Applied Psychology, 86(5): 825-836.

Thomas, K. W., & Velthouse, B. A. (1990). Cognitive Elements of Empowerment: An “Interpretive” Model of Intrinsic Task Motivation. The Academy of Management Review, 15(4): 666-681.

Vandenberghe, C., Bentein, K., & Stinglhamber, F. (2004). Affective Commitment to the Organization, Supervisor, and Work Group: Antecedents and Outcomes. Journal of Vocational Behavior, 64(1): 47-71.

Whitener, E. M. (2001). Do “High Commitment” Human Resource Practices Affect Employee Commitment? A Cross-level Analysis Using Hierarchical Linear Modeling. Journal of Management, 27(5): 515-535.