Organizational Commitment and Work Performance of Millennial Teachers

in Selected Private Sectarian High Schools in Dasmarinas Cavite

Annalou O. Dedal
Fionna Marie R. De Guzman
Mary Joyce Divino
 SHORT INTRODUCTION & REVIEW OF
RELATED LITERATURE
In this generation where professionals are younger, it is no surprise that these millennials are joining

the workforce with a head start, equipped with innovations, creativity and more ready than ever (Schawbel, 2011). This

entails that their level of commitment is higher than other generations. According to Rigoni & Nelson (2016),

millennials want more job that promotes their well-being. Millennial teachers’ demands and needs fall under the

wellness of work-life balance, work engagements/satisfaction and to their motivation at work. If the management and

work environment can provide these things, (Thompson & Gregory, 2012; Al-Asfour & Lettau, 2014), millennial

teachers will be far more inspired and able to grow professionally, but if not, this trigger organizational challenges in

the workplace.
 STATEMENT OF THE PROBLEM OBJECTIVES OF THE STUDY STATISTICAL TOOLS
1. What is the demographic characteristics 1. Determine the demographic 1. Demographic Profile of

of the millennial teachers. characteristics of the millennial

Millennial Teachers
teachers.
2. What is the level of organizational 2. Three Component Model
2. Determine level of organizational
Employee Commitment
commitment of millennial teachers.
commitment of millennial teachers.
3. What is the level of work performance Survey
of 3. Determine the level of work
3. Individual Work
millennial teachers? performance of millennial teachers?
Performance
4. Is there significant relationship 4. Determine the significant relationship
Questionnaire (IWPQ)
between
between organizational commitment and
organizational commitment and work
work performance of millennial teachers.
performance of millennial teachers?
 CONCEPTUAL FRAMEWORK
The research paradigm of the study shows the relationship of the variable: organizational commitment and

work performance. The paradigm reflects what the main aim of the study is on correlating organizational commitment and

work performance and what relationship does each have with each other to confirm another research.
 HYPOTHESIS
The following hypotheses will be tested to accept or reject the proposed study on the relationship between

organizational commitment and work performance of millennial teachers.

HO There is no significant relationship between organizational commitment and work performance

Ha There is significant relationship between organizational commitment and work performance

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