The Relationship Between Motivation and Job Satisfaction in Gen Z

Authors

  • Nurul Chaeriah UPNVJ, Indonesia

DOI:

https://doi.org/10.57235/bima.v2i1.4750

Keywords:

Motivation, Job Satisfaction, Generation Z, Intrinsic Motivation, Extrinsic Motivation, Human Resource Management, Organizational Behavior, Workplace Preferences, Self-Determination Theory, Herzberg’s Two-Factor Theory

Abstract

Generation Z started to enter the workplace as they are on their prime era. As generation who raised in the glamor of technology and liberalism, Generation Z have a different perspective about life, including work-related stuff. This study aims to investigate Generation Z's distinct working preferences while examining the complex relationship between motivation and job satisfaction. By reviewing several academics paper, it’s conclude that opportunities for personal growth and meaningful work are two examples of intrinsic motivation that are crucial for promoting job satisfaction in Gen Z. These intrinsic motivations are further influenced by extrinsic factors such as job stability, managerial support, and financial incentives, which together provide a balanced framework. Future studies should put some attention into generational preferences across different industries and the long-term impacts of global disruptions like the COVID-19 pandemic. Organizations are recommended to customize incentive techniques to include flexibility, acknowledgment, and equitable treatment. These observations offer a strong basis for raising Gen Z's level of job satisfaction and organizational engagement.

Downloads

Download data is not yet available.

References

Adams, J. S. (1963). Towards an understanding of inequity. Journal of Abnormal and Social Psychology, 67(5), 422–436. https://doi.org/10.1037/h0040968

Alfayad, Z., Suriani, L., & Arif, M. (2017). International Review of Management and Marketing Employee Voice and Job Satisfaction: An Application of Herzberg’s Two-factor Theory. International Review of Management and Marketing, 7(1), 150–156. http:www.econjournals.com

Ali, S. A. M., Said, N. A., Yunus, N. M., Kader, S. F. A., Latif, D. S. A., & Munap, R. (2014). Hackman and Oldham’s Job Characteristics Model to Job Satisfaction. Procedia - Social and Behavioral Sciences, 129, 46–52. https://doi.org/10.1016/j.sbspro.2014.03.646

Alshmemri, M., Shahwan-Akl, L., & Maude, P. (2017). Herzberg’s Two-Factor Theory. Life Science Journal, 14(5), 12–16. https://doi.org/10.7537/marslsj140517.03.Keywords

Andreas, D. (2022). EMPLOYEE PERFORMANCE: The Effect Of Motivation And Job Satisfaction. PRODUKTIF: Jurnal Kepegawaian Dan Organisasi, 1(1), 28–35. https://doi.org/10.37481/jko.v1i1.10

Ben Janse. (2023). Job Characteristics Model (Hackman and Oldham). Toolshero, 7132.

Chala, N., Poplavska, O., Danylevych, N., Ievseitseva, O., & Sova, R. (2022). Intrinsic motivation of millennials and generation Z in the new post-pandemic reality. Problems and Perspectives in Management, 20(2), 536–550. https://doi.org/10.21511/ppm.20(2).2022.44

Chillakuri, B. (2020). Understanding Generation Z expectations for effective onboarding. Journal of Organizational Change Management, 33(7), 1277–1296. https://doi.org/10.1108/JOCM-02-2020-0058

Deci Edward L, & Ryan Richard M. (1985). The_general_causality_orientations_scale. In Journal Of Research In Personality (Vol. 19, pp. 109–134).

Goh, E., & Lee, C. (2018). A workforce to be reckoned with: The emerging pivotal Generation Z hospitality workforce. International Journal of Hospitality Management, 73(October 2017), 20–28. https://doi.org/10.1016/j.ijhm.2018.01.016

GoodStats. (2024). Lebih Dari Setengah Gen Z Puas dengan Pekerjaannya. https://goodstats.id/article/lebih-dari-setengah-gen-z-puas-dengan-pekerjaannya-EEnVE

Hauff, S., Richter, N. F., & Tressin, T. (2015). Situational job characteristics and job satisfaction: The moderating role of national culture. International Business Review, 24(4), 710–723. https://doi.org/10.1016/j.ibusrev.2015.01.003

Hikmah Perkasa, D., . A., Imelda Novita Susiang, M., Dhyan Parashakti, R., Purwanto, S., & Nina Rostina, C. (2023). The Influence of Work Culture, Work Motivation, and Job Satisfaction on the Organizational Commitment of Administrative Personnel Members of the PKS Faction of the House of Representatives of the Republic of Indonesia. KnE Social Sciences, 2023, 22–30. https://doi.org/10.18502/kss.v8i12.13647

Hoboubi, N., Choobineh, A., Kamari Ghanavati, F., Keshavarzi, S., & Akbar Hosseini, A. (2017). The Impact of Job Stress and Job Satisfaction on Workforce Productivity in an Iranian Petrochemical Industry. Safety and Health at Work, 8(1), 67–71. https://doi.org/10.1016/j.shaw.2016.07.002

Kirchmayer, Z., & Fratričová, J. (2018). What motivates generation Z at work? Insights into motivation drivers of business students in Slovakia. Proceedings of the 31st International Business Information Management Association Conference, IBIMA 2018: Innovation Management and Education Excellence through Vision 2020, April, 6019–6030.

Körner, M., Wirtz, M. A., Bengel, J., & Göritz, A. S. (2015). Relationship of organizational culture, teamwork and job satisfaction in interprofessional teams Organization, structure and delivery of healthcare. BMC Health Services Research, 15(1), 1–12. https://doi.org/10.1186/s12913-015-0888-y

Mafini, C., & Dlodlo, N. (2014). The relationship between extrinsic motivation, job satisfaction and life satisfaction amongst employees in a public organisation. SA Journal of Industrial Psychology, 40(1), 1–13. https://doi.org/10.4102/sajip.v40i1.1166

Mahmoud B. Ali, Fuxman Leonora, Mohr Iris, & Reisel D. William. (2019). Generation and Workplace Motivation : “We aren’t your reincarnation!” workplace motivation across X, Y and Z generations. . In International Journal of Manpower (Vol. 44, Issue 9).

Masa’deh, R. (2016). The Role of Knowledge Management Infrastructure in Enhancing Job Satisfaction at Aqaba Five Star Hotels in Jordan. Communications and Network, 08(04), 219–240. https://doi.org/10.4236/cn.2016.84021

Nabahani, P. R., & Riyanto, S. (2020). Job Satisfaction and Work Motivation in Enhancing Generation Z’s Organizational Commitment. Journal of Sosial Science, 1(5), 234–240. https://doi.org/10.46799/jsss.v1i5.39

Pang, K., & Lu, C. S. (2018). Organizational motivation, employee job satisfaction and organizational performance: An empirical study of container shipping companies in Taiwan. Maritime Business Review, 3(1), 36–52. https://doi.org/10.1108/MABR-03-2018-0007

Pujiarti, Satrianto, H., & Angreni, T. (2021). The effect of work environment and motivation in morale. ECo-Fin, 1(June).

Raziq, A., & Maulabakhsh, R. (2015). Impact of Working Environment on Job Satisfaction. Procedia Economics and Finance, 23(October 2014), 717–725. https://doi.org/10.1016/s2212-5671(15)00524-9

Shahzadi, I., Javed, A., Pirzada, S. S., & Nasreen, S. (2014). Impact of Employee Motivation on Employee Performance. European Journal of Business and Management, 6(23), 159–166. https://www.researchgate.net/publication/347510308

Sony, M., & Mekoth, N. (2016). The relationship between emotional intelligence, frontline employee adaptability, job satisfaction and job performance. Journal of Retailing and Consumer Services, 30, 20–32. https://doi.org/10.1016/j.jretconser.2015.12.003

Tarcan, M., Hikmet, N., Schooley, B., Top, M., & Tarcan, G. Y. (2017). An analysis of the relationship between burnout, socio-demographic and workplace factors and job satisfaction among emergency department health professionals. Applied Nursing Research, 34, 40–47. https://doi.org/10.1016/j.apnr.2017.02.011

Tentama, F., Subardjo, & Dewi, L. (2020). The correlation between work motivation and job satisfaction of the academic staffs. International Journal of Scientific and Technology Research, 9(2), 2295–2297.

Vroom, V. H. (1964). Work and motivation. John Willey & Sons.

Downloads

Published

2025-02-27

Issue

Vol. 2 No. 1 (2025): Januari 2025

Section

Articles

Citation Check

License

  1. Authors certify that the work reported here has not been published before and contains no materials the publication of which would violate any copyright or other personal or proprietary right of any person or entity.
  2. Authors dont transfer or license the copyright of publishing to BIMA: Journal of Business Inflation Management and Accounting Research to publish the article in any media format, to share, to disseminate, to index, and to maximize the impact of the article in any databases.
  3. Authors hereby dont agree to transfer a copyright for publishing to BIMA: Journal of Business Inflation Management and Accounting a Publisher of the manuscript. 
  4. Authors reserve the following: 
    1. all proprietary rights other than copyright such as patent rights; 
    2. the right to use all or part of this article in future works of our own such as in books and lectures;
    3. use for presentation in a meeting or conference and distributing copies to attendees; 
    4. use for internal training by author's company;
    5. distribution to colleagues for their research use;
    6. use in a subsequent compilation of the author's works;
    7. inclusion in a thesis or dissertation;
    8. reuse of portions or extracts from the article in other works (with full acknowledgement of final article);
    9. preparation of derivative works (other than commercial purposes) (with full acknowledgement of final article); and
    10. voluntary posting on open web sites operated by author or author’s institution for scholarly purposes, but it should follow the open access license of Creative Common CC BY-NC License.