Abstract
This research aimed to analyze those impact which came from compensation, career development, and work environment towards organizational commitment of Y generation employees at PT. Bangun Anugerah Hanjaya. This research type was included in quantitative research with sampling method used was simple random sampling. The population was all employees at PT. Bangun Anugerah Hanjaya with numbers of 137 people. Researchers used the Slovin formula in order to gather samples of 102 people. The analysis method used multiple linear regression. The results showed that compensation, career development, and work environment together (simultaneously) had a significant impact on employee organizational commitment. Partially, compensation, career development, and work environment had a significant positive impact on organizational commitment.
Highlights
In this era, companies are facing various challenges, such as managing and maintaining the Y generation or millennials
The results showed that compensation, career development, and work environment together had a significant impact on employee organizational commitment
Based on these research results and discussion in previous chapters, There are several conclusions could be made as follows: 1) Compensation has a positive and significant impact on Employee Organizational Commitment, with the financial compensation dimension having the strongest influence on affective commitment dimension
Summary
Companies are facing various challenges, such as managing and maintaining the Y generation or millennials. According to the Ministry of Women's Empowerment and Child Protection and the Central Statistics Agency of the Republic of Indonesia (2018: 17)which said that the millennial generation is a generation which born between 1980 and 2000. The advancement of technological era and the times made them more open-minded, creative, and potential. Y Generation has a lot of desires and achievements, making them tend to move from one company to another in a short period of time compared to previous generations. These Y generation conditions which move frequently assume that there is a problem with organizational commitment
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