Values Held by Generation X, Y, Z Employees as Predictors of Work Motivation

Purpose: The main objective of the research, identified with the main research problem, was to identify, analyse and diagnose the values held by Generation X, Y, Z employees and their relationship with work motivation. Design/Methodology/Approach: In order to solve the research problem and verify the hypotheses posed, a quantitative empirical study was conducted on a research sample of 2312 individuals from Generations X, Y and Z. A proprietary survey questionnaire and PAPI and CAWI research techniques were used. Relationships between variables were investigated using Pearson's linear correlation coefficient and also based on the coefficient of the multiple regression model. A value of 0.05 was used as the level of significance. Findings: The level of work motivation of the employees surveyed by the existing motivational system in their organisations was determined. It is not high and depends on the values held by the employees. Generation X and Generation Z are the most motivated, Generation Y the least. The highest importance for respondents is family, although the importance of this value decreases with lower age, as is the case with work and discipline. The lowest importance is ascribed to these values by Generation Z. On the other hand, the more often the respondents come from the younger generation, the greater the importance for them of income/assets, as well as health and intensity of life. Generation Z also attributes the highest importance to these values. The more important family is to respondents, the more important honesty, health and work are to them. It also turned out that the higher the motivation to work, the more important values such as: discipline and authority are for the respondents. Practical implication: The practical business implications mainly concern the possibility for managers to use the results of the research in the process of managing the organisation's human resources and their age diversity. Originality/value: It turned out that there are differences between the values held by employees from Generations X, Y, Z. The younger the generation, the less importance they give to the values studied. It therefore seems legitimate to conclude that there are deficits in the level of professed values. Significant relationships were also identified between employees' professed values and their work motivation.