Date of Conferral

6-13-2025

Degree

Ph.D.

School

Psychology

Advisor

Richard Thompson

Abstract

There are currently four generations in the workplace—Generation Z, millennials, Generation X, and baby boomers—each having its own values and motivations due to different life experiences. Leaders are facing new challenges regarding how to motivate each generation in relation to rewards, recognition, and work values. It was unknown whether there are empirical differences in motivation and leadership preferences based on generational cohort. The purpose of this study was to examine how the members of four different generations are motivated based on their preferred rewards and recognition, and the work values they hold. The targeted population were members of Generation Z, millennials, Generation X, and baby boomers located around the St. Louis, Missouri, area. The conceptual framework for the study consisted of Herzberg’s motivational theory, Skinner’s reinforcement theory, and Maslow’s Hierarchy of Needs. Participants (N = 280) completed the Minnesota Importance Questionnaire and the Vannsimpco Leadership Survey. A multivariate analysis of covariance was used to analyze the effect of each generation’s views on work values, rewards, and recognition. The results indicate that there is a statistically significant difference between each generation and the six motivating values of achievement, comfort, status, altruism, safety, and autonomy. Baby boomer, Generation X, and Generation Z participants valued status whereas millennial participants valued altruism. All cohorts preferred the leadership style of laissez-faire. Additional research is needed to examine employee motivation and leadership preferences in different locations. Understanding generational differences is critical for organizational success and employee job satisfaction.

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