Date of Publication

2025

Document Type

Master's Thesis

Degree Name

Master of Science in Industrial Relations Management

Subject Categories

Commercial Law

College

Ramon V. Del Rosario College of Business

Department/Unit

Commercial Law

Thesis Advisor

Neptali B. Salvanera

Defense Panel Chair

Jocelyn P. Cruz

Defense Panel Member

Charito F. Fariñas-Rodriguez
Severo C. Madrona, Jr.

Abstract (English)

Generation Z, born between 1997 and 2012, is rapidly becoming a significant segment of the global workforce. Known to possess advanced technological savviness and heightened social awareness, this generation values diversity, equity, inclusion, and belonging (DEIB) as fundamental to organizational ethics and social responsibility. As Generation Zs’ presence grows across multiple industries, including the Philippine aviation industry, organizations face intense competition in attracting and retaining this talent, especially amidst global shortages and increasing demand for their skills. Management’s commitment to DEIB initiatives has become crucial for organizations aiming to meet Generation Zs’ expectations and enhance their job satisfaction and organizational commitment.

The objective of this study is to explore the effect of DEIB initiatives on Generation Zs’ job satisfaction and organizational commitment. A self-developed survey questionnaire was utilized in collecting data from Generation Z respondents working in the aviation industry (specifically those working in aviation maintenance) within Metro Manila, Philippines. The data collected was analyzed to assess the perception of Generation Z on diversity, equity, inclusion, and belonging (DEIB) initiatives within their respective organizations and its effects on their job satisfaction and organizational commitment.

Structural Equation Modeling (SEM) revealed that DEIB initiatives have a significant positive effect on both Generation Zs’ job satisfaction and organizational commitment, including job satisfaction’s ability to mediate between DEIB initiatives and organizational commitment. Results also show that equity is the most significant component of DEIB initiatives in affecting job satisfaction and organizational commitment. However, mean scores revealed otherwise as Generation Zs only agree on a certain level when it comes to their organizations’ equity initiatives compared to their diversity, inclusion, and belonging initiatives. Current job satisfaction and organizational commitment of Generation Zs were also just on agreeable levels, pointing out that existing DEIB initiatives, focusing on equity, can still be improved to further bring job satisfaction and organizational commitment to stronger levels of agreeability.

The study highlights the opportunity to revisit and improve certain areas of existing DEIB initiatives in organizations within the Philippine aviation industry, with equity being the most significant for Generation Zs but the least focused on in practice. Findings of this study can help hiring managers and organizations from the Philippine aviation industry in attracting and retaining Generation Z talent by improving job satisfaction and organizational commitment through DEIB initiatives, with equity as its priority and focus. Limitations of this current study can be explored further for future research, such as comparing different generational cohorts, covering major aviation hubs outside Metro Manila, Philippines, and including other aviation segments to get a full representation of the Philippine aviation industry.

Abstract Format

html

Abstract (Filipino)

None

Abstract Format

html

Language

English

Format

Electronic

Keywords

Diversity in the workplace

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Embargo Period

2028

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Available for download on Saturday, January 01, 2028

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