This study investigates how organizational commitment and work engagement predict job performance among Generation Y and Z employees in Indonesian state-owned enterprises (SOEs).Managing generationally diverse workforces has become a strategic priority in human service organizations where employee motivation, commitment, and engagement determine overall service performance and organizational resilience.A quantitative survey design was employed using census sampling across an SOE operating in 34 provinces.In total, 412 valid responses were analyzed through Partial Least Squares Structural Equation Modeling (PLS-SEM).The results show that bank engagement and commitment to work influence work performance, which accounts for 62% of the variant.Work commitment shows a higher trajectory coefficient than entity commitment, which indicates that the cognitive and emotional immersion of workers has a greater influence on performance than loyalty to the organization.In addition, work engagement partially mediates the relationship between engagement and the performance of the entity, suggesting that engagement improves performance, especially through engaged motivation..The findings advance theoretical understanding of work attitudes by integrating affective and cognitive dimensions within the framework of Affective Events Theory.Practically, the study highlights the importance of cultivating engagement-based human resource strategies to strengthen performance, retention, and well-being among younger generations in the Asian public sector.
HADIYAT et al. (Thu,) studied this question.