Examining the Role of Organizational Commitment and Self-Concept Clarity on Enhancing Personal Growth Initiative Among Multinational Corporation Employees

This study examines the relationship between employees' organizational commitment and self-concept clarity on enhancing personal growth initiative in multinational corporations (MNCs). Multinational corporation employees work in dynamic, varied workplaces that call for flexibility and proactive personal growth. Employees' proactive involvement in personal development is said to be influenced by organizational commitment, which reflects their emotional attachment and devotion to their employer, and self-concept clarity, which indicates a stable and coherent self-perception. Self-report measures, such as the Organizational Commitment Scale (OCS), Self-Concept Clarity Scale (SCC), and Personal Growth Initiative Scale-II (PGIS-II), were used to collect data from employees aged 24 to 50, using a quantitative correlational design. To examine the connections between these variables, independent sample t-tests and Pearson correlation were used. The results show that self-concept clarity and organizational commitment have a slight almost negligible relationship, although neither element has a significant correlation with personal growth initiative. Furthermore, no discernible gender differences were seen. These findings imply that although self- concept clarity and organizational commitment are related, there may not be much of a direct relationship between them and personal growth initiative. In order to better understand their function in promoting employee growth, the study emphasizes the need for future research to examine potential mediators, such as organizational culture and leadership styles.