Millennials and Organizational Commitment in Times of Hybrid Work

This study examines factors shaping millennial organizational commitment in hybrid work environments, a model gaining importance in post-pandemic workplaces. Millennials, a significant global workforce demographic, value flexibility, purpose, autonomy, and alignment with personal values. Using Social Exchange Theory (SET), the Job Characteristics Model, and Self-Determination Theory, this research explores how hybrid work arrangements— combining remote and in-office work—impact millennial commitment, engagement, and job satisfaction. The study employs a cross-sectional survey targeting IT, tech, startups, and e-commerce industries, where millennial employees are prevalent (Randstad, 2017). The questionnaire is based on "Great Place to Work" principles, emphasizing workplace culture, engagement, and trust. Pearson’s correlation test assesses relationships between workplace factors and organizational commitment, providing insights into how organizational initiatives influence millennial loyalty. Findings indicate that millennial commitment is strongly tied to job crafting opportunities, leadership emphasizing mentorship and empowerment, and roles aligned with personal values. While hybrid models meet millennial preferences for autonomy and work-life balance, they challenge social cohesion and organizational identity. Flexibility enhances satisfaction, but reduced informal interactions may weaken team dynamics. SET highlights the importance of reciprocal support, showing millennials are more committed when organizations implement flexible policies, continuous feedback, and growth opportunities. The Job Characteristics Model emphasizes task variety and autonomy in driving engagement, while structured social interactions foster cohesion. The research concludes that hybrid work arrangements align with millennial values but require strategies to strengthen social connections and professional growth. By adopting adaptive leadership and personalized role design, organizations can boost millennial loyalty and reduce turnover risks. These findings offer a framework for optimizing hybrid work models, fostering resilient and engaged workforces. Future studies should explore these dynamics across diverse cultural and industry contexts to refine hybrid work’s impact on millennial commitment and organizational success