Work Motivation and Organizational Commitment: The Mediating Role of Career Development Opportunities among Gen Z Employees

Abstract

This study aims to elucidate the mechanism through which work motivation is transformed into organizational commitment among Generation Z (Gen Z) employees, focusing on the mediating role of career development opportunities. Drawing upon Self-Determination Theory (SDT), the research argues that work motivation effectively fosters commitment only when "institutionalized" through tangible professional growth opportunities within the organization. Survey data collected from 408 Gen Z employees in Hanoi were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings indicate that work motivation has a positive impact on career development opportunities (β = 0,478; p < 0,001), which in turn significantly influences organizational commitment (β = 0,537; p < 0,001). Conversely, the direct effect of work motivation on organizational commitment was found to be weak and limited (β = 0,093; p < 0,05), highlighting the substantial mediating role of career development opportunities. This study contributes to the literature by extending the application of SDT within the context of the young workforce and emphasizing the pivotal role of the organizational environment in converting individual motivation into sustainable commitment. Practically, the results suggest that firms should prioritize establishing clear and transparent career development systems to enhance the retention of Gen Z employees.