Factors that affect organisational commitment among generation z within Kenya urban roads authority(Kura), in Nairobi, Kenya

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dc.contributor.authorKarimi, Naman Linda
dc.date.accessioned2023-02-06T14:52:39Z
dc.date.available2023-02-06T14:52:39Z
dc.date.issued2022
dc.descriptionA Research Project Submitted in partial fulfillment of the requirements for the Degree of Bachelor of Commerce at Strathmore Universityen_US
dc.description.abstractThe concept of organisational commitment has become an integral part in assessing the employees’ loyalty to the company (Suryani, 2018). The results from Meyer and Allen’s study showed that when used efficiently companies can use this three-dimensional model(affective, continuance and normative commitment) to attain and increase organisational commitment among Generation Z (Suryani, 2018). According to Suryani, (2018), low level of commitment in an organisation leads to high level of employee turnover and hence high costs on recruitment and training new employees. The committed attitude of employees has a significant impact on improving organisational success (Rao, 2017). Committed employees set their thoughts on win-win situations. Organisational commitment is an important tool of enforcing good attitudes in the employees. This is why it is important to know how to build organisational commitment among employees within a company.en_US
dc.identifier.urihttp://hdl.handle.net/11071/13103
dc.language.isoenen_US
dc.publisherStrathmore Universityen_US
dc.titleFactors that affect organisational commitment among generation z within Kenya urban roads authority(Kura), in Nairobi, Kenyaen_US
dc.typeUndergraduate Projecten_US
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