Arbetstrivsel och arbetsmotivation : En kvantitativ generationsstudie

Previous research proves clear differences between different generations when it comes to attitude towards work. There have been divisions of the different generations which enables research and drawing conclusions of what characteristics that are typical for the different generations. Meanwhile, work motivation and job satisfaction have become a bigger social discussion, which have resulted with a need for employers to change their way of working to reach the employees. This is specifically relevant for the latest generation who is active on the labor market, Generation Y. Increased demands and changed motivation factors for that generation differ how earlier generations on the labor market is motivated to their work. This study aims to create understanding for how the different motivation factors differ for the different generations who today are active on the labor market. To understand this, we used Deci & Ryan’s (2000) Self Determination Theory. That theory explains the intrinsic and extrinsic motivation and lifts three motivation factors; competence, autonomy and relatedness. This study contributes with knowledge to employers about how different generations are satisfied at their work and how you as an employer can encounter the different generations depending on what they are motivated by. The results of this study show that generations value work different and are motivated in different ways. Baby Boomers is the generation who are most satisfied with their work and are triggered by intrinsic motivation while Generation Y is driven by extrinsic motivation and is the generation who is least satisfied. In general, it showed that Swedes are satisfied at work, independent if they work within the private or public sector. The biggest motivating factor for all generations was autonomy and what correlated between work motivation and job satisfaction is the level of social relatedness