1. Worklife Balance and Organizational Commitment of Generation Y Employees
Evangelista, Marianne Joyce M.
Lim, Eric Darryl N.
Rocafor, Shirley C.
Teh, Germaine Larisse Y.

2. Introduction

3. Generation Y (born: 1980-2000) Silent Generation (born: 1922-1945)
What we should know
Silent Generation (born: )
witnessed World War II, the Great Depression, the Cold War, the bombing of Pearl Harbor (Young, 2007)
Baby Boomer (born: )
born in the midst of events such as civil rights movements, the introduction of the birth control pill, rock and roll (Young, 2007)
Generation X (born: )
fall of Berlin, and introduction of punk rock, rap and the personal computer (Young 2007)
Generation Y (born: )
▫ period when the internet, instant messaging, other technology and hip hop are prevalent (Young, 2007)

4. What they say about Gen Y
Characteristics of Generation Y
New and distinct ideas, behavior, & characteristics (i.e. Self-entitlement)
More loyal to their careers than to the organization
Best qualities: hunger for constant learning & self-development
Values worklife balance more as compared to the other generations

5. Statement of the Problem
Does worklife balance affect the organizational commitment of Generation Y employees in the selected IT firm in Metro Manila?

6. Key Terms
Worklife Balance- balance between work and family or life outside work (Yeandle, 2005; Millward, 2005). Fisher- McAuley, et al. (2003) described worklife balance as a competition for both time and energy between the different roles filled by an individual. It may be considered unbalanced for an individual when the amount of time causes some sort of conflict or stress in other areas of life.
Organizational Commitment- the employee’s behavior intention to continually work for the organization rather than accepting another job that may offer potentially better socioeconomic benefits (Sheridan & Abelson, 1983).

7. Objectives
To determine the worklife balance status and level of organizational commitment of Generation X employees in the selected IT firm.
To determine the worklife balance status and level of organizational commitment of Generation Y employees in the selected IT firm.
To compare the similarities and differences in worklife balance status and level of organizational commitment between Generation X and Y employees in the selected IT firm.
To identify the effects of worklife balance on organizational commitment in the selected IT firm.
Basically, our group wanted to find out the actual situation

8. Significance of the Study
In a few years, Generation Y will be dominating the workforce!
The actual situation / status of WLB and OC of Generation Y in the Philippine Setting
If there is a difference between the statuses between Generation X and Y
Reasons and potential solutions

9. Organizational Commitment
Conceptual Framework
Generation X and Y
Worklife Balance
Organizational Commitment

10. Organizational Commitment
Operational Framework
Generation X and Y
- Work/personal life enhancement (WPLE)
- Personal life interference with work (PLIW)
- Work interference with personal life (WIPL)
Worklife Balance
- Continuance commitment
- Normative commitment
- Affective commitment
Organizational Commitment

11. Quantitative Analysis
Method
Quantitative Analysis
Survey Questionnaires
3 component model of organizational commitment questionnaire, revised by Lee, Allen and Meyer (2001)
Worklife balance scale - “Psychometric Assesment of an Instrument Designed to Measure WorkLife Balance” Hayman (2005).
Qualitative Data Analysis
Interview Guide

12. Subjects and Sampling Procedure
Respondents
Survey Questionnaire:
all 94 employees of the selected IT firm
Interview:
Human Resource team
10 employees (5 Gen Y, 5 Gen X)

13. Results

14. Background of IT Firm Filipino-Chinese family owned
Results
Background of IT Firm
Filipino-Chinese family owned
Requires work six (6) days a week
Saturday (training day)
More Generation Y employees in Sales and Technical Department

15. Organizational Commitment
Results
Worklife Balance on Organizational Commitment
Worklife Balance
Organizational Commitment
Generation X and Generation Y (significant at p= )
Significant for Generation X and insignificant for Generation Y

16. Generation Y Results highlights Worklife Balance
Overtime and Saturday is tiresome but necessary
Adequate company activities and events
Felt trainings to be inadequate

17. Generation Y Results highlights Organizational Commitment
Happy with Management, co-workers, and environment
Dissatisfied with pay
Challenging tasks and responsibilities
Desire for career advancement

18. Discussion

19. Discussion: Worklife Balance
Worklife interference with personal life (WIPL)
Similarities
Overtime is necessary (Cramption & Hodge, 2009)
Differences:
Differences in reasons for overtime work (Alexander & James 2009)
Privilege of flexibility in work hours/schedule (X)
Trainings perceived differently (Cubic Consulting, 2008)

20. Discussion: Worklife Balance
Personal life interference with work (PLIW)
Similarities :
Value importance of personal life
Struggle to balance work and life considering 6-day work week
Differences :
The definition of personal life: time with family (X) vs. social life (Y)
proximity to residence (X)

21. Discussion: Worklife Balance
Work/Personal life enhancement (WPLE)
Similarities:
happy with office environment and relationship with management
Differences:
expectations on job function: challenging and personal growth (Y) vs. accustomed to/comfort (X) (Grillo, 2009)

22. Discussion: Organizational Commitment
Continuance Commitment (cost of leaving too high)
Similarities :
reasons: economy, the work opportunity available, and the precise uncertainty that comes with the new job (Terjesen, Vinnicombe, and Freeman, 2007)
Opportunity to get a higher salary
Differences :
proximity of the workplace to their homes (X)
perceptions on availability of career advancement

23. Discussion: Organizational Commitment
Normative Commitment (obligation to stay-moral imperatives)
Similarities:
claim that they loyal to the company: provides them work and compensation
Differences:
“utang na loob” - referrals (X)
Seize opportunities for career advancement (Y) (D'Amato & Herzfeldt, 2008)

24. Discussion: Organizational Commitment
Affective Commitment (employee’s attachment, involvement in, and identification with their employers)
Similarities:
reason for loyalty: emotional attachment to bosses & co-employees and the good work environment
Differences:
“utang na loob” to their employers – the company as a whole (X)

25. Gen Y Characteristics of Generation Y WLB insignificant effect on OC
Making the Connection
Gen Y
WLB insignificant effect on OC
Contributing factors: work environment, salary, career advancement
Characteristics of Generation Y
Desire to be independent
Techno-savvy
Impatient/ Sense of Immediacy
Demand for responsibility
Flexibility of work
Clearer expectations based on previous job experience
Career planning
Self-entitlement

26. Worklife Balance significant on Organizational Commitment
Making the Connection
Worklife Balance significant on Organizational Commitment
Other variables might have pulled
up the scores

27. Conclusion
Generation Y employees do not consider worklife balance as a necessary factor to stay in a company
Generation Y sees worklife balance as a given state or basic job consideration that must be already present

28. Look into the company culture as a possible variable
Recommendations
Look into the company culture as a possible variable
Comparing different departments (subcultures)
Compare to same or another industry/size
Compare to another multinational or local company
May also look into family businesses
Repackage compensation schemes