Factors of Work Motivation in Production Engineering for Baby Boomers, Generations X, Y and Z

Kód výsledku v IS VaVaI

<a href="https://www.isvavai.cz/riv?ss=detail&h=RIV%2F60076658%3A12510%2F25%3A43909795" target="_blank" >RIV/60076658:12510/25:43909795 - isvavai.cz</a>

Výsledek na webu

<a href="https://sciendo.com/article/10.2478/mspe-2025-0031" target="_blank" >https://sciendo.com/article/10.2478/mspe-2025-0031</a>

DOI - Digital Object Identifier

<a href="http://dx.doi.org/10.2478/mspe-2025-0031" target="_blank" >10.2478/mspe-2025-0031</a>

Jazyk výsledku

angličtina

Název v původním jazyce

Factors of Work Motivation in Production Engineering for Baby Boomers, Generations X, Y and Z

Popis výsledku v původním jazyce

The aim of this study is to identify and evaluate the specific characteristics, preferences, and needs of different generations in the workplace to support management that is more effective, motivation, and employee retention. The research, conducted in 2022 and 2023, utilized a survey among 488 respondents aged 18 and older to enable relevant generational comparisons. Factors examined for motivation to switch employers included higher financial compensation, more interesting job content, work environment, career growth, the option to work from home, benefits package, development and training, and changes in leadership. Statistical analysis, including t-tests and correlation matrices, revealed significant differences and relationships between motivational factors across generations (Baby Boomers, X, Y, and Z). Results show that across generations, key motivators are career growth associated with interesting job content, development opportunities, and a higher benefits package. Baby Boomers emphasize social interactions within the workplace and opportunities for continuous education. Generation X prefers a combination of stimulating work with flexibility for working from home and more extensive company benefits. For Generation Y, significant factors include career growth linked to financial compensation and work-from-home flexibility. Generation Z prioritizes higher financial compensation for career growth and engaging job content with opportunities for development and training. This study brings a key new insight by revealing how the combination of flexibility (such as remote work options), employee benefits, and opportunities for professional development significantly contributes to job satisfaction across different generations. These findings provide practical guidance for designing motivational strategies tailored to the specific needs of each generation in the workplace.

Název v anglickém jazyce

Factors of Work Motivation in Production Engineering for Baby Boomers, Generations X, Y and Z

Popis výsledku anglicky

The aim of this study is to identify and evaluate the specific characteristics, preferences, and needs of different generations in the workplace to support management that is more effective, motivation, and employee retention. The research, conducted in 2022 and 2023, utilized a survey among 488 respondents aged 18 and older to enable relevant generational comparisons. Factors examined for motivation to switch employers included higher financial compensation, more interesting job content, work environment, career growth, the option to work from home, benefits package, development and training, and changes in leadership. Statistical analysis, including t-tests and correlation matrices, revealed significant differences and relationships between motivational factors across generations (Baby Boomers, X, Y, and Z). Results show that across generations, key motivators are career growth associated with interesting job content, development opportunities, and a higher benefits package. Baby Boomers emphasize social interactions within the workplace and opportunities for continuous education. Generation X prefers a combination of stimulating work with flexibility for working from home and more extensive company benefits. For Generation Y, significant factors include career growth linked to financial compensation and work-from-home flexibility. Generation Z prioritizes higher financial compensation for career growth and engaging job content with opportunities for development and training. This study brings a key new insight by revealing how the combination of flexibility (such as remote work options), employee benefits, and opportunities for professional development significantly contributes to job satisfaction across different generations. These findings provide practical guidance for designing motivational strategies tailored to the specific needs of each generation in the workplace.

Druh

J_imp - Článek v periodiku v databázi Web of Science

CEP obor

—

OECD FORD obor

50204 - Business and management

Projekt

—

Návaznosti

S - Specificky vyzkum na vysokych skolach

Rok uplatnění

2025

Kód důvěrnosti údajů

S - Úplné a pravdivé údaje o projektu nepodléhají ochraně podle zvláštních právních předpisů

Název periodika

Management Systems in Production Engineering

ISSN

2299-0461

e-ISSN

2450-5781

Svazek periodika

33

Číslo periodika v rámci svazku

3

Stát vydavatele periodika

PL - Polská republika

Počet stran výsledku

11

Strana od-do

321-331

Kód UT WoS článku

001544069500009

EID výsledku v databázi Scopus

2-s2.0-105018818505