Employee commitment in Westrail

A study conducted in Westrail, the Western Australian Government Railways revealed that three underlying attitudes influenced the three dimensions of commitment (to organisation, work and co-worker) measured in a survey. Achievement of personal and career goals, propensity to stay with the organisation, trust in senior management and positive view of change were shown to be linked with the commitment dimensions and the underlying factors (affective, cognitive and behavioural commitment). Education, union membership, age and tenure were also found to be significantly correlated with aspects of commitment. Large downsizings have occurred at Westrail in recent years and commitment among workers is low, as is trust in senior management. The formal communications system needs attention and there is a general view that recent changes have not been for the positive benefit of the organisation. Linking personal goal achievement to Westrail employment may help to resolve the problem of low morale and commitment

Attitudinal differences between generation-x and older employees

Using qualitative and quantitative methods the current paper investigated the differences in levels of trust, commitment, procedural justice and turnover intention between Generation-X employees (Gen-Xers) and older age group employees. 234 participants were included in the study, 83 Gen-X subjects and 151 older, non Gen-X subjects. No difference between the Gen-X and the older group was found for levels of affective commitment or trust. As predicted, Gen-X employees displayed lower continuance commitment, exhibited stronger turnover intentions, and had lower scores for perceptions of procedural justice. Relationships between the variables were similar across the Gen-X and older age group. The implications of these findings for the effective management of Gen-X employees are discussed