Impact of Personality on Organizational Commitment in Millennials

Individual personality traits significantly influence employee behaviour and workplace interactions. These personal differences dictate the extent to which employees assist peers, demonstrate accountability, participate in organizational initiatives, and commit themselves to the organization and their roles. This study investigates the influence of specific personality traits on organizational commitment among Millennial employees. Utilizing Raymond Cattell’s 16 Personality Factor (16PF) taxonomy, the research isolates six primary traits: Warmth (Factor A), Rule-Consciousness (Factor G), Vigilance (Factor L), Privateness (Factor N), Openness to Change (Factor Q1), and Reliance/Self-Sufficiency (Factor Q2). This study focuses on the impact of these 6 factors on Affective commitment. Affective commitment —defined as an individual’s emotional attachment, identification, and engagement with an organization—serves as the dependent variable based on Meyer and Allen’s commitment framework. Millennial retention presents a distinct challenge in contemporary talent management due to evolving psychological contracts and expectations for workplace autonomy and flexibility. Grounded in a quantitative, cross-sectional framework, this empirical study investigates organizational commitment among Millennials in Gujarat’s expanding IT sector. Based on primary data collected from a substantial sample of 663 corporate professionals across diverse IT verticals, the research offers insights into the factors driving employee retention, and psychological attachment within this key demographic cohort. The conceptual framework formulates hypotheses linking each of the six 16PF dimensions to affective commitment using multiple regression.