Job Satisfaction of Generations X and Y

Research results

The outlining of the research results began with the analysis of individual groups of factors in order to group similar values in larger groups. This reduced the number of variables and identified the most important aspects characterized by various factors affecting employee satisfaction with work (Tab. 3).

Table 3. Factor analysis of elements affecting job satisfaction

As a result of data analysis through Statistica program four main components (Varimax rotation of standardized factors) were identified. The following elements were not taken into account: full use of potential, self-esteem, recognition by a manager, engagement in work, interesting work, flexible working hours. We distinguished four factors explaining in total 50.15% of variance of a random variable in particular, the first figure is 25.24% of variance of a random variable. Cronbach's alpha is 0.833, which means that the responses received are relatively reliable.

Based on the analysis, a group of certain indicators affecting job satisfaction of employees is identified.

Indicator 1 – working conditions – is defined as remuneration received according to the existing professional competencies: remuneration received according to work results; stability of employment; ability to balance work and personal life.

Indicator 2 – feeling of self-worth – is defined as the awareness of value for the company, the need to measure the contribution to the company's value, as well as independence in work.

Indicator 3 – development opportunity – is associated with career development, acquiring new knowledge and skills, performing various tasks, participation in training.

Indicator 4 – relations with other employees – is defined as the feeling of being part of a team, friendly relations with colleagues, pleasant, comfortable place of work.

Next, we conducted comparative analysis of a specific construct for workers of generations X and Y (Figure). The analysis proves that there are small differences between individual indicators affecting job satisfaction and helps draw some conclusions. The most similar are responses related to working conditions (on average 4.55 for generation X and up to 4.5 for generation Y), and at the same time this indicator significantly affects the feeling of satisfaction. Remuneration mentioned in this group of indicators is more important for generation Y. This is also supported by the views expressed in the interviews. The respondents of generation X noted that "remuneration is of secondary importance, the paramount is the idea of what you do, what you like and pleases you at work" and "if you work in unpleasant conditions, no money will give you satisfaction at work".

On the other hand, Y respondents often expressed opinions such as "remuneration is one of the key factors affecting job satisfaction" or "remuneration is very important and we work to achieve financial benefits, I believe that financial motives are the most important".

Generation X appreciate relations with others, although their average rank is almost the same as in the case of working conditions, namely 4.56. This group of job satisfaction factors is less important for generation Y, but it is the second important. According to the interviews, the representatives of specific generations point to completely different difficulties associated with building and maintaining good work relations. Generation X note more often that this was the result of "competition, unwillingness to share knowledge" and "envy and jealousy", while generation Y were much more likely to emphasize "the differences in opinions" or "the differences in character, status, shared beliefs or habits". This may indicate the younger generation's greater awareness of the differences between people and probably greater recognition.

The greatest controversy is observed in terms of awareness of the value for the company and the need to measure it – an average of 4.2 for generation X and 3.9 for generation Y, respectively. This is the only group of factors that was estimated below average (4) for generation Y.

The following answers were given to the question of how awareness of the value created for the company affects job satisfaction: "If we know that what we do affects company's development and the management express gratitude, then we work better, with greater satisfaction and productivity (generation X); "If we are valued, we are satisfied with work" (X) and "It helps us judge whether the work we do has a purpose and is useful for something/ someone" (Y); "We realize that what we do affects the functioning of the company and is therefore very important" (Y); "It identifies us with the company" (Y). These statements may indicate that the value created for the company for the older generation of respondents should be assessed by the supervisor, while for younger respondents it is more identified with the sense of doing something important.

All these groups of job satisfaction factors (working conditions, relations with others, and self-esteem) were rated higher by generation X. The only group of factors that was rated higher by generation Y than by generation X is the opportunity to develop. This is confirmed by the results of previous studies, which show that life-long training, acquiring new knowledge, the opportunity to develop skills, as well as rapid career are elements of professional environment important for the younger generation. Therefore, together with the corresponding remuneration, these are important factors in job satisfaction.