Analysis of Generation Y Workforce Motivation Using Multiattribute Utility Theory

Ian N. Barford · Patrick T. Hester

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Generational Differences and Trends Employee Performance and Management Job Satisfaction and Organizational Behavior

Abstract

Abstract : This article explores the difference in assigned levels of workplace motivation and happiness between federal government workforce members of Generation Y versus Generation X and Baby Boomers. Thirty hypotheses were tested, and 11 were found to be statistically significant. Generation Y does assign different levels of importance and partially assigns different levels of happiness to the five motivational factors examined in this study: responsibilities, compensation, work environment, advancement potential, and free time. Advancement potential and free time were rated the highest factors when compared to Generation X and Baby Boomers. Sample size was small due to limited availability of workforce members. This study represents the first attempt to explore motivational factors for the Generation Y workforce within the federal government.

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References

2001Crafting a Job: Revisioning Employees as Active Crafters of Their Work 2002Generational differences: revisiting generational work values for the new millennium 2000Multigeneration Employees: Strategies for Effective Management 2003Boomers, Gen-Xers, and Millennials: Understanding the "New Students.".2008Generational differences in work values, outcomes and person‐organisation values fit 2004Generation Cohorts and Personal Values: A Comparison of China and the United States 2005From high maintenance to high productivity 2001Young workers' work values, attitudes, and behaviours

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