Motivations and Rewards
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“Specifically, we investigated work motivation in terms of occupational self-efficacy beliefs, perceived person-job fit, and work engagement. These three variables are indicative of individuals’ readiness to put effort into their work and to identify with it.” (Hirschi, A., & Valero, D. (2017). Chance Events and Career Decidedness: Latent Profiles in Relation to Work Motivation. Career Development Quarterly, 65(1), 2-15. doi:10.1002/cdq.12076)
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Occupational self-efficacy beliefs refer to an individual’s expectation that he or she can successfully fulfill work-related tasks.
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Perceived person-job fit refers to an individual’s perception that his or her job is in line with his or her knowledge and abilities, needs, and vocational aspirations.
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Work engagement refers to the experience of vigor, dedication, and absorption in one’s work and is related to greater work resources and competencies in young employee.
Example of non-monetary incentives desired by different employees:
(Biddle, I. (2015). THE IMPACT OF REWARDS IN THE WORKPLACE. Busidate, 23(4), 2-4.)
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Generation X
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Flexible work schedules
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Professional development
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Feedback
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Tangible rewards
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Work environment
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Generation Y
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Flexible work schedules
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Professional development
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Feedback
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Tangible rewards
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Work environment
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Attentive employers
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