Generational differences in personality and work motivation: evidence from Sri Lanka’s banking sector

Abstract

Purpose This study aims to examine generational differences in personality traits and work motivation among banking employees in Sri Lanka and investigates whether personality traits mediate these relationships and whether organisational context (bank type) moderates them. Design/methodology/approach A cross-sectional survey of 284 employees from public, private and multinational banks in Sri Lanka assessed personality using the Big Five Inventory (BFI-44) and work motivation preferences: job security, responsibility/influence, meaningful work, flexibility and traditional commitment. Generational differences were analysed using ANOVA with η2 effect sizes, while mediation and moderation were tested using bootstrapped indirect effects (PROCESS Model 4) and Generation × Bank type interaction analyses. Findings Significant cohort-based differences were observed in personality traits and work motivation, with effect sizes ranging from small to large (η2 = 0.056–0.171). Generation X showed higher conscientiousness and stronger preferences for job security and traditional commitment. Generation Y demonstrated greater openness and prioritised responsibility and influence, while Generation Z reported higher extraversion and stronger preferences for flexibility and meaningful work. Personality traits partially mediated cohort–motivation relationships (12%–22%). Several motivational outcomes varied across bank types, highlighting the role of organisational context. Research limitations/implications The cross-sectional design limits causal inference and does not fully disentangle age, period and cohort effects. The sector-specific focus on the Sri Lankan banking industry may limit generalisability to other organisational contexts. Practical implications The findings support the adoption of generation-sensitive and institution-specific HR practices that align motivational strategies with both generational preferences and organisational contexts. Originality/value This study extends generational research to an under-represented South Asian context and demonstrates the joint influence of personality traits and organisational context on work motivation.

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