THE EVOLUTION OF LOYALTY: A THEMATIC LITERATURE REVIEW OF GEN'ZS ORGANIZATIONAL COMMITMENT AND RETENTION

Abstract

Generation Z is a significant workforce population whose perceptions on organizational loyalty and commitment differ from the traditional expectations of long-term organizational employment. Existing studies suggest that Gen Z employees prioritize meaningful work, career growth, work-life balance, well-being, and value alignment, resulting in a more conditional and reciprocal form of organizational commitment (Ozkan & Solmaz, 2022; Gajda, 2024). As organizations continue to experience challenges in retaining young talent, understanding the evolving nature of Gen Z loyalty has become increasingly important. This thematic literature review aims to synthesize existing research on Generation Z’s organizational commitment and retention and to identify the factors shaping their workplace loyalty. Relevant literature published between 2020 and 2026 was gathered from databases and repositories including Google Scholar, ResearchGate, ProQuest, MDPI, Sage Journals, and other peer-reviewed sources. Studies were selected based on their relevance to Generation Z workplace behavior, organizational commitment, employee retention, and related workplace factors. The review identified three major themes: (1) the evolving nature of loyalty and organizational commitment, (2) job mobility and retention behavior, and (3) organizational factors shaping commitment, particularly leadership, culture, and well-being. Findings indicate that Gen Z’s loyalty is increasingly conditional, experience-based, and influenced by reciprocal employer–employee relationships. However, significant gaps remain regarding integrated theoretical frameworks, longitudinal research, and context-specific studies, particularly within the Philippine workplace setting. Future research should address these gaps to develop more effective retention strategies for the emerging workforce.