Abstract
Although Generation Z is rapidly entering the workforce, organizations often lack empirical data on satisfaction and motivational drivers and instead rely on subjective assessments that limit strategic insight. This study examines whether workplace satisfaction and motivation differ meaningfully across generations or whether these patterns are better explained by demographic factors such as race and values-based identity. Using two repeated cross-sectional surveys conducted in Fall 2024 and Spring 2025 (N = 323), respondents completed 14 items from the Minnesota Satisfaction Questionnaire along with demographic and compensation related measures. Results revealed that race and the age × race interaction were stronger predictors of benefits satisfaction, salary satisfaction, and intrinsic motivation than generations alone, with Older White adults reporting the most favorable outcomes and Older Adults from Other Races reporting the lowest. Generation Z respondents, however, reported significantly higher religiously driven motivation than older cohorts, suggesting that value-based identity may play a more salient role for younger workers. These findings challenge assumptions that generational categories independently explain workplace attitudes and instead highlight the importance of intersectional demographic factors. Grounded in Eph. 6:5–9 and Col. 3:17, the study underscores employers’ ethical responsibility to support employees holistically and to recognize the diverse motivational drivers shaping contemporary workforce engagement.
Recommended Citation
Brown, Tammy and Tan, Euclid
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"Generation Z at Work: Generational Differences in Workplace Motivation and Satisfaction,"
Journal of Fundamental & Applied Business Research: Vol. 4, Article 2.
Available at:
https://digitalcommons.liberty.edu/jbr/vol4/iss1/2