Organization best HRM practices led towards committed employees, thus drive organizational success. In terms of organizational talents, Generation Y is the new emerging workforce. However, several scholars termed Gen Y also known as millennial generation as disloyal workforces. Managing Gen Y effectively has puzzled many organizations. High turnover rate among millennial generation is now the concern of many organizations. This study aims to know the relationship of Herzberg’s motivation factors and job commitment among Generation Y in Malaysian GLCs. In particular, the study evaluated the effect of Herzberg’s motivation factors (achievement, recognition, the work itself, responsibility, and opportunity for advancement and growth) on job commitment. In this study also, the moderating effect of gender is also explored to see whether it is strengthen the relationship between Herzberg’s motivation factors and job commitment. Data was collected using questionnaire. Measurement items were adapted from several studies. A total of 400 respondents who worked in top 10 of Malaysian GLCs located within Klang Valley were chosen to be involved in this study. The findings revealed that there is a moderate level of job commitment among Generation Y. Besides that, Herzberg’s motivation factors (achievement, recognition, the work itself, responsibility and opportunity for advancement and growth) have significant influence on job commitment. Achievement is the most dominant of Herzberg‘s motivation factors that influence job commitment among Generation Y. Also, gender was significantly moderates between all Herzberg’s motivations factors exclude responsibility factor and job commitment among Generation Y, supported by empirical evidence in previous study.
