Relationship between Maslow's Hierarchy of Needs and organizational commitment to the Millennial employees of ACREVO

Abstract

This study is on the relationship between Maslow's Hierarchy of Needs and Organizational Commitment to the Millennial employees of ACREVO. This study was chosen because it is concerned with the employees of the millennial generation (individuals born from the year 1980 to 2000), who will be composing majority of the workplace in the future. At present, management has observed that millennial employees are prone to "job-hopping". This trend has become counterproductive to the organization due to the time and resources allotted to train these millennial employees only for them to move to another organization in a short span of time. The researcher was then concerned as to whether satisfying a millennial's lower level needs affects his or her commitment to a company, since organizational commitment can be placed under the Belongingness level based on its definition. Maslow's Hierarchy of Needs by Abraham Maslow and The Three Component Model by Meyer and Allen were the frameworks used in the study. Surveys with a seven-scaled Likert scale containing questions on the lower level Needs of Maslow's Hierarchy (Physiological, Security and Belongingness) and the three-components of Organizational Commitment (Affective, Continuance and Normative) were answered by 28 out of all 41 millennial architectural employees of ACREVO. Pearson's r was the statistical treatment used in order to correlate the variables. Results showed that there was either no correlation, low correlation or moderately high correlation between variables individually. However, there was a moderately high correlation between the lower level needs of Maslow's Hierarchy to Organizational Commitment as a whole. This study therefore concludes that there must be a synergy when meeting the lower levels of Maslow's Hierarchy of Needs in order for millennial employees to be committed to the organization.