MOTIVATION DRIVERS AND BARRIERS OF GENERATION Z AT WORK: MEBS METHOD

Jiří Kutlák
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引用次数: 2

Abstract

Generation Z, the youngest economically active generation in the labour markets, is currently entering its professional life. As with previous generations, representatives of the generation Z (1995-2010) are typical for their characteristics, attitudes or requirements. For companies, the task then arises in the form of identification of these motivational, but also demotivational factors, for effective management and motivation of their employees. The aim of the study is an identification and mutual comparison of motivational factors and barriers in the conditions of the Czech Republic. The research is carried out using the method of empathy-based stories (MEBS), which is based on short fictional stories and works with empathy of the respondents. The research sample consists of 134 respondents who identified a total of 481 items of motivation drivers and 496 items of motivation barriers, which are part of 5 clusters. According to the results, it is clear that the factors include the relationship with co-workers and the atmosphere in the workplace, remuneration and meaningful job. On the contrary, the factors with the least influence can include work-life balance or job security, for which, however, the influence of the structure of the research sample, which consists of university students, is possible. Regarding clusters, the areas of Relationships at work and Work-related factors have the largest share (importance). On the contrary, the least importance is given to the areas of Achievement (Career and Learning) and Out of work (personal) factors. A significant agreement of de / motivational factors was discovered in an international comparison with research based on the same method of data collection.
工作中z世代的动机驱动因素和障碍:mebs方法
Z世代是劳动力市场上最年轻的经济活跃一代,目前正进入职业生涯。与前几代人一样,Z世代(1995-2010)的代表在他们的特征、态度或要求上都是典型的。对于公司来说,这项任务以识别这些激励因素的形式出现,但也有消极因素,以便有效地管理和激励员工。这项研究的目的是确定和相互比较捷克共和国条件下的动机因素和障碍。本研究采用基于移情的故事(MEBS)方法进行,该方法以短篇小说故事为基础,与受访者的移情作用相结合。研究样本由134名受访者组成,他们共识别了481项动机驱动因素和496项动机障碍,它们是5个集群的一部分。根据结果,很明显,影响因素包括与同事的关系、工作场所的氛围、薪酬和有意义的工作。相反,影响最小的因素可能包括工作与生活的平衡或工作保障,然而,研究样本的结构(由大学生组成)的影响是可能的。关于集群,工作关系和工作相关因素的领域占有最大的份额(重要性)。相反,最不重要的是成就(职业和学习)和失业(个人)因素。在与基于相同数据收集方法的研究进行的国际比较中,发现了de /动机因素的显著一致性。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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