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The British University in Dubai (BUiD)
The purpose of this study was to explore the influence of non-work-related factors on organisational commitment among Generation Y UAE nationals. The three non-work-related factors that were investigated included family influence, neighbourhood influence, as well as religiosity. Organisational commitment is conceptualised into affective commitment, continu-ance commitment, and normative commitment based on existing literature for greater under-standing of how it is manifested by Generation Y UAE nationals within the organisational environment. Based on the purpose of the study, it was determined that Generation Y UAE nationals are individuals aged 21 to 40 years in 2020 and mainly considered those who work in the public sector. To effectively explore the influence of non-work-related factors on organ-isational commitment among Generation Y employees, the qualitative methodology was ap-plied. Both convenience and purposive sampling were used to get the appropriate respondents to take part in the study. With the application of the qualitative methodology, face-to-face semi-structured interviews were used to collect data from 30 Generation Y UAE nationals working in different areas of the public sector. Data was analysed using NVIVO and was structured into themes that emerged for easier understanding of the perspective of Generation Y UAE nation-als on non-work-related factors that influence their organisational commitment. From the data that was collected, the results were based on three key non-work-related factors that influence work commitment among Generation Y employees in the UAE. Results were collected in re-gard to each of the three non-work-related factors of family influence, neighbourhood influ-ence, and religiosity. The first result revealed that family influence plays a role in leading to organisational commitment among Generation Y employees in the UAE through of the encour-agement from family members. More so, because of the financial support that family members offer, there is increased commitment to the organisation. The second result indicate that neigh-bourhood influence leads to increased commitment to the organisation. Increased commitment comes about as a consequence of the modern cultures that have been adopted in the neighbour-hood allowing everyone to undertake different roles without being discriminated because of their gender. More so, the fact that neighbours appreciate roles that Generation Y play in the society increases commitment. Lastly, religiosity leads to greater commitment among Genera-tion Y to their organisations especially if the work matches their religious values. Additionally, religiosity advances adherence to the desired ethical standards by Generation Y employees. Generally, it was established in this study that non-work-related factors including family influ-ence, neighbourhood influence, and religiosity lead to increased organisational commitment among Generation Y UAE nationals.
generation Y, organisational commitment, family influence, neighbourhood influ-ence, religiosity