ความสัมพันธ์ระหว่างการมองโลกในแง่ดี งานที่มีความหมาย และการจัดการความหลากหลายด้านช่วงอายุกับความผูกพันต่อองค์การของบุคลากรเจนเนอเรชันวาย : บทบาทการเป็นตัวแปรสื่อของความเป็นอันหนึ่งอันเดียวกันกับองค์การ

Abstract

The purpose of this study were (1) to examine the relationships among optimism, meaningful work, generational diversity management, and organizational commitment of generation Y employees, and (2) to investigate the mediating role of organizational identification in the relationship between optimism, meaningful work, generational diversity management, and organizational commitment of generation Y employees. The sample comprised of 400 generation Y employees working in public and private organizations located in Chiang Mai and Bangkok Metropolitan Region. The research instruments consisted of 5 measures and a demographic questionnaire. Data were analyzed by using mediation analysis.

The results were as follows: 1. Optimism positively correlated with organizational commitment of generation Y employees (r = .50, p < .01). 2. Meaningful work positively correlated with organizational commitment of generation Y employees (r = .74, p < .01). 3. Generational diversity management positively correlated with organizational commitment of generation Y employees (r = .81, p < .01). 4. Optimism positively correlated with organizational identification of generation Y employees (r = .49, p < .01). 5. Meaningful work positively correlated with organizational identification of generation Y employees (r = .64, p < .01). 6. Generational diversity management positively correlated with organizational identification of generation Y employees (r = .68, p < .01). 7. Organizational identification positively correlated with organizational commitment of generation Y employees (r = .82, p < .01). 8. Organizational identification partially mediated the relationship between optimism and organizational commitment of generation Y employees (β = .38, SE = .04). 9. Organizational identification partially mediated the relationship between meaningful work and organizational commitment of generation Y employees (β = .37, SE = .03). 10. Organizational identification partially mediated the relationship between generational diversity management and organizational commitment of generation Y employees (β = .32, SE = .03).