Motivating Generation Z: Enablers and Outcomes

Date of Award

5-1-2023

Document Type

Thesis

Degree Name

Master of Arts in Psychology, Concentration in Industrial-Organizational Psychology (Thesis Program)

First Advisor

Mendiola T. Calleja, PhD

Abstract

Gen Z has recently entered the workplace and some shifts in organizational and team dynamics are expected that may require a review or recalibration of human resource management initiatives. Although there are existing studies that investigate the characteristics of Gen Z, most of these describe their preferences as students (e.g. Racolta &Irini, 2021; Aziz, 2021; Becker 2021) that may not represent the experience and perspective that they have when they became part of the workforce. This study utilized a sequential exploratory mixed-method design, (Creswell, 2017). Qualitative approach, through semi-structured interviews, was used to explore the factors that engender motivation for Gen Z employees. Through thematic analysis, several factors were found as contributors to their motivation: personal achievement, passion and enjoyment, learning and growth, career development, capacity to provide for one’s self, money and rewards, savings and investments, family, and giving back to the community. Based on the identified motivating factors, the data were validated in the quantitative phase through an online survey. The relationship of the motivating factors and the outcome variables was also assessed. The result of the structural equation modeling showed that the presence of motivating factors is a significant predictor of employee’s affective commitment, job satisfaction, and work engagement. This highlights the importance of identifying the motivation factors of the youngest cohort of employees as it directly affects positive employee outcomes that may help organizations curate their human resources management programs to attract, engage, and motivate their Gen Z employees.

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