Development and validation of an organisational commitment instrument for generation Y employees in small and medium-sized enterprises in Thailand

Abstract

Purpose Organisational commitment (OC) has become a hot behavioural topic among researchers, scholars and consulting firms. However, OC instruments have rarely been studied and developed by academics in small and medium-sized Thai enterprises (SMEs). The purpose of this paper is to develop an instrument to measure the OC of Generation Y employees in Thai SMEs. Design/methodology/approach A measurement scale for OC was established in three stages. First, 16 questions were developed as a questionnaire based on the concepts and theories of OC, and a survey was conducted for 360 Generation Y employees working in various SMEs. Second, the questions were validated using exploratory factor analysis and, finally, confirmatory factor analysis and convergent validity were tested. Findings The OC instrument presented excellent reliability at 0.865. Three factors of the 16 questions as normative commitment, affective commitment and continuance commitment were extracted. These all passed the general rule of thumb for minimum acceptability of a measurement system. Originality/value This OC instrument has concrete psychometric measurements and can be applied by researchers, scholars, practitioners and organisations in other settings, especially in the Thai context. Importantly, factor analysis results suggested that the OC questionnaire was suitable for utilisation and application as is, or with minimal modifications, to various business fields and/or settings.

Transformational leadership and MNCs: evidence from Morocco community

“…Organizational commitment, along the leadership plays a significant factor in determining organizational long term success. The recent studies have examined organizational commitment’s role (Keskes et al , 2018; Na-nan and Saribut, 2019; Ramalho Luz et al , 2018), and confirmed its inevitable role in organizational effectiveness. Moreover, organizational commitment and job satisfaction have been affected by transformational leadership, which is reflected in positive job performance of employees (Al-Amin, 2017; Aliyana and Muzzaki, 2019).…”

Effect of Attainment Value and Positive Thinking as Moderators of Employee Engagement and Innovative Work Behaviour

“…This implies the importance of these factors and educators and researchers should pay attention to AV and PT when explaining EE. EE is also necessary for explaining the phenomenon of IWB since EE is a psychological perception which manifests as dedication and work integration of employees [31,[91][92][93][94]. When they possess work engagement, employees are ready to create innovative ways of working to make their jobs more effective.…”

Mediating effects of perceived environment support and knowledge sharing between self-efficacy and job performance of SME employees

“…First, the questionnaires may be affected by individual bias of participants as a consequence of cross-sectional and self-reported data. Aguinis et al (2001), Na-Nan et al (2018b) and Na-Nan and Saribut (2019) stated that social researchers should be aware of and recognise that language, culture, technology and economics can all affect the quality of data collection. When conducting surveys, researchers should be aware that language and context can affect questionnaire validation and research findings.…”