This study investigated the factors influencing job satisfaction, task performance, and affective commitment among multigenerational employees in the energy industry in Batangas. The oil and gas industry faces growing retention challenges due to an aging workforce, strong competition for skilled talent, and unstable market conditions, compounded by demanding work environments marked by long hours, safety risks, and

remote worksites. Using a descriptive-causal research design, the study examined the impact of HR practices — namely compensation and benefits, flexible work arrangements, reward and recognition, career development, feedback-seeking behavior, volunteering work, and multiple technology solutions — on job satisfaction, and the subsequent effect of job satisfaction on task performance and affective commitment. Data were collected through

an online survey of 186 multigenerational employees (Gen Z, Millennials, Gen X, and Boomers II) in energy industry in Batangas, selected via quota sampling. Multiple linear regression and descriptive statistics were employed for analysis. Findings revealed that all HR practices received high mean ratings across generations, yet their significant effects on job satisfaction differed: Boomers II were most influenced by reward and recognition and feedback-seeking behavior; Gen X by career development; Millennials by compensation and benefits, flexible work practices, and volunteering work; and Gen Z by multiple technology solutions. Job satisfaction significantly predicted task performance and affective commitment across all generations, with the strongest effect found among older cohorts. These findings provide actionable insights for energy sector organizations to adopt

differentiated, generation-sensitive HR strategies that enhance retention and support SDG 8 on Decent Work and Economic Growth.