Date of Conferral
Public Policy and Administration
Approximately every 20 years, a new generation is born and eventually dominates the workforce; although changes occur with each new generation, the importance of job satisfaction remains constant. Research within the U.S. Intelligence Community is lacking with regard to changing trends of job satisfaction levels. The purpose of this study was to explore job satisfaction levels between Generation X and Generation Y workforce employees at the National Geospatial-Intelligence Agency (NGA). The central research question addressed how job satisfaction differed by generational differences in the workforce. A quantitative method was used to assess survey data. A structural equation modeling technique was used to simultaneously test the plausibility of variable relationships to include the following: independent variablesâ??compensation, environment, advancement, performance, training, supervision, motivation, demographics, leadership; and the dependent variable, job satisfaction. Regarding theoretical construct, the McGregor theories X and Y was used to address 2 fundamental approaches that affected job satisfaction levels exclusive to Generation X and Y. Full-time NGA employees from the Analysis and Production Directorate completed a survey to assess whether generational differences affected employeesâ?? job satisfaction. Key findings indicated that Generation X employees associated job satisfaction as a measure of respect for their positions within NGA and Generation Y employees viewed job satisfaction as a measure of advancement and performance. The implications for positive social change include combating generational policy biases in the U.S.