Millennial Generation Organizational Commitment and Employee Loyalty Study in Indonesia: A Review

Abstract

The millennial generation started to partake in Indonesia's Economy, and they are playing an important role, especially after the recent development of Indonesia’s economy. On the contrary, it is still commonly found that Indonesia's business sector is still questioning about millennial generation's organizational commitment and loyalty, simply based on how “different” the millennial generation is compared to its predecessor. This point of view is mainly credited to a lack of understanding of Indonesia’s millennial generation and this phenomenon simply happened because this issue is not gained enough interest among academicians and experts in Indonesia. This paper aims to provide a thorough review of this topic by encompassing several studies on millennials, focused on commitment and loyalty, mainly from recent studies. With this review, it has become important to give the millennial generation organizational commitment and loyalty study, scholarly attention. In all ways, the millennial generation is different and could play an important role in Indonesia’s economy. Not only as a market but as a human capital and this study urges researchers to find millennial uniqueness, integrating them into organizations and managing their organizational commitment and loyalty, after all, with the recent economic shift it is about time this generation will become an integral part of Indonesia’s economic development.

The relevance of participation Behavior, organizational Commitment, and attitudinal loyalty to the management of professional associations

“…The studies of Azzam and Harsono (2021), Lee and Wong (2021), Perera et al (2019), Senić and Marinković (2014), Watson et al (2015), and Yao et al (2019) verified the relation between attitudinal loyalty and intention to use or repurchase.…”

“…In this regard, Azzam and Harsono (2021), Izogo (2015), and Yao et al (2019) empirically verified the commitment-attitudinal loyalty relationship, and Wu and Liu (2014) studied the effect of affective commitment on attitudinal loyalty. Shukla et al…”

“…Although there is no general consensus on the definition and operationalization of loyalty, the current literature seems to advocate considering both behavioral and attitudinal loyalty (Azzam & Harsono, 2021;Watson et al, 2015;Yao et al, 2019). While attitudinal loyalty measures the psychological attachment and attitudinal advocacy that customers have toward a brand, behavioral loyalty refers to intention to repurchase or use (Lee & Wong, 2021;Perera et al, 2019).…”

The Important Role of Dimension in Human Resources Studies: The Curious Case of Employee Satisfaction

“…The difference in culture could possibly become the main drive for another new expansion in human resources topics [22], [33], [37]. Indonesia has its own uniqueness, and at least in the topics of commitment especially among the millennial generation, there is still so much to do because of the lack of commendable research from this country [39]. It is important to remember especially for Indonesian scholars, that human resources is the key to utilizing the demographic bonus predicted in 2045 [40].…”

Organizational Commitment in the Assessment of Employees of Different Generations: A Research Study

“…High volatility, complexity and uncertainty of the functioning conditions of modern organizations cause a noticeable instability in the level of employee commitment. All of it encourages researchers to search for answers to what determines the behaviour of employees of different ages, how to attract and retain them as well as how to ensure their strong organizational commitment (Azzam and Harsono, 2021;Yu and Li, 2022).…”