What (de)motivates gen Z women and gen Z men at work? Comparative study of gender differences in the young generation’s motivation
Abstract
This study responds to the call for a more nuanced understanding of intragenerational variations and provides a detailed insight into how men and women in Generation Z perceive work motivation. Unlike most prior studies with a similar focus, this study is qualitative, employing a specific method of empathy-based stories (MEBS) to capture the (de)motivators in Gen Z directly through their native point of view. On a sample of 437 business students, the vast majority of whom reported having work experience, results reveal that Gen Z women pay significantly more attention to social aspects of interpersonal relationships at the workplace, intrinsic factors of having a dream job, low levels of routine, experiencing job success, and an extrinsic need to receive recognition for the work done, while Gen Z men are more attentive to the altruistic factor of making a meaningful difference at work, extrinsic factor of benefits, and leisure-related aspects of happy personal life and no stress at work. Findings inform evidence-based motivation policies, which may help target more precisely recruitment and motivation programs in companies.
Keyword : generation Z, gen Z, gender, women, men, motivation, demotivation, work values, MEBS
How to Cite
Lašáková, A., Vojteková, M., & Procházková, L. (2023). What (de)motivates gen Z women and gen Z men at work? Comparative study of gender differences in the young generation’s motivation. Journal of Business Economics and Management, 24(4), 771–796. https://doi.org/10.3846/jbem.2023.20439
This work is licensed under a Creative Commons Attribution 4.0 International License.
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Fratričová, J., & Kirchmayer, Z. (2018). Barriers to work motivation of Generation Z. Journal of Human Resource Management, 21(2), 28–39.
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Halpern, D. F. (2005). How time-flexible work policies can reduce stress, improve health, and save money. Stress and Health, 21(3), 157–168. https://doi.org/10.1002/smi.1049
Hyrkäs, K., Appelqvist-Schmidlechner, K., & Kivimäki, K. (2005). First‐line managers’ views of the long‐term effects of clinical supervision: How does clinical supervision support and develop leadership in health care? Journal of Nursing Management, 13(3), 209–220. https://doi.org/10.1111/j.1365-2834.2004.00522.x
Janíčko, M., & Šímová, Z. (2021). The role of family background, education and life changes in the work values of men and women in the Czech Republic. Social Studies, 17(4), 1–20. https://doi.org/10.5817/SOC2021-15699
Jenkins, S. R. (1987). Need for achievement and women’s careers over 14 years: Evidence for occupational structure effects. Journal of Personality and Social Psychology, 53(5), 922–932. https://doi.org/10.1037//0022-3514.53.5.922
Jenkins, R. (2019). The generation Z guide. Ryan Jenkins LLC.
Johnson, M. K. (2001). Change in job values during the transition to adulthood. Work and Occupations, 28(3), 315–345. https://doi.org/10.1177/0730888401028003004
Kim, H., & Gong, Y. (2017). Effects of work–family and family–work conflicts on flexible work arrangements demand: A gender role perspective. International Journal of Human Resource Management, 28(20), 2936–2956. https://doi.org/10.1080/09585192.2016.1164217
Kirchmayer, Z., & Fratričova, J. (2017). On the verge of generation Z: Career expectations of current university students. In Education excellence and innovation management through vision 2020 (pp. 1575–1583), IBIMA, Vienna, Austria.
Konrad, A. M., Ritchie, J. E., Jr., Lieb, P., & Corrigall, E. (2000). Sex differences and similarities in job attribute preferences: A meta-analysis. Psychological Bulletin, 126(4), 593–641. https://doi.org/10.1037/0033-2909.126.4.593
Kultalahti, S (2017). Stories of engagement within Finnish Generation Y. Journal of Finish Studies, 20(2), 172–195. https://doi.org/10.5406/28315081.20.2.10
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