Determining factors influencing career commitment and the effect of proactive personality and self-efficacy among generation Y in the Indonesian banking industry

The phenomenon of job-hopping among Generation Y employees in the banking sector needs serious attention because the success of an organization depends on its ability to manage its human resources, especially Generation Y. This is a challenge for organizations because they must understand the characteristics of Generation Y and implement more effective strategies, policies, and procedures to make Generation Y commit to their career in the banking industries. The present study examines the moderating effect of self-efficacy and the mediating effect of proactive personality on the relationship between work values, emotional intelligence, work environment, and career commitment of Generation Y bank employees. A survey was carried out among Generation Y employees of the banking sectors in Indonesia with a total of 386 sets of questionnaires returned and utilized for data analysis, with a response rate of 64%. PLSSEM was used to analyze the data and test the hypotheses. Statistical results revealed that work values and emotional intelligence are indirectly and not significantly related to career commitment. The work environment was found to be directly and significantly related to career commitment. Proactive personality mediates the relationship between work values, emotional intelligence, work environment, and career commitment. Self-efficacy was found to moderate the relationship between proactive personality and career commitment. The findings could assist the management of the banks in Indonesia to implement programs and strategies that could assist Generation Y employees to be more committed to their careers. Future research should consider other factors that influence career commitment, such as employee communication, working conditions, and employee supervisor relationship to build a more holistic study.