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_aMendoza, Marjielyn M.
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_aEmployee motivation as correlates to organizational commitment among millennial workers :
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_bbasis for career productivity program /
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_cMarjielyn M. Mendoza.
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_axii, 68 pages
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_aThesis (M.A.)-- Pamantasan ng Lungsod ng Maynila, 2017.;A thesis proposal presented to the faculty of the College of Science-- Graduate Program in partial fulfillment of the requirements for the degree Master of Arts in Psychology major in Industrial Psychology.
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_aABSTRACT: This descriptive-correlational study investigated the relationship between employee motivation and organizational commitment among 207 millennial workers of the Bureau of Internal Revenue-National Office. Descriptive statistics and Pearson Product were conducted to analyze the data. This study used two standardized questionnaires to gather data namely: Three-Model Component Survey with 17 items and Multidimensional Work Motivation Scale with 19 items. Results show that the three (3) dominant types of motivation among the respondents are introjected regulation, identified regulation and intrinsic regulation. These three dominant types of motivation were correlated to the three-component model commitment of Meyer and Allen namely affective commitment, continuance commitment and normative commitment. The level of significance used on this research was a=0.05 to test the hypothesis. Results show that introjected regulation, identified regulation and intrinsic regulation are the three dominant types among the respondents. These motivation types all have significant relationship with affective and normative commitment. In continuance commitment, statistics show that it has significant relationship with introjected regulation and identified regulation. However, intrinsic regulation has no significant relationship with continuance commitment.
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