Age Cohorts Impact on Public Employee Job Satisfaction through Motivation

Age Cohorts Impact on Public Employee Job Satisfaction through Motivation by Isaac E. Perry, Jr. MPA, Bernard Baruch College, 2009 MA, Brooklyn College, 1991 BBA, University of Liberia, 1987 Proposal Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy Public Policy and Administration Walden University March 2016 Abstract One of the most critical issues facing government over the next decade will be filling management positions vacated by Baby Boomers. The purpose of this quantitative correlational research study was to examine how intrinsic and extrinsic motivations affect job satisfaction among different age cohorts in the public workforce. The public workforce is comprised of Baby Boomers (born 19461964), Generation X (born 19651980) and Generation Y (born1981 to 1996). The theoretical framework for this study was Herzberg’s motivation-hygiene theory. A random sample of 213 participants: Generation Y = 40, Generation X = 77, and Baby Boomers = 96, participated in an online SurveyMonkey government panel. The panel was composed of local, state, and federal employees. Participants answered the survey using the Career Goals Scale, the Job Satisfaction Scale, and a brief demographics scale. Data were analyzed using descriptive statistics as a measure of central tendency. Also, inferential statistics using Pearson product-moment correlations, simple linear regressions, and one-way multivariate analysis of variance (MANOVA) were conducted to answer three central research questions. Results revealed that both intrinsic and extrinsic motivations affect job satisfaction. Also, results of the individual one-way ANOVAs did not indicate significant differences in intrinsic motivation or job satisfaction among the age cohorts. Finally, pairwise comparisons determined that there were significant differences in extrinsic motivation between Baby Boomers and Generation Y. The information for this study may inform human resource managers in the public sector, about factors that would affect benefit plan policy, and improve recruitment and retention of employees.One of the most critical issues facing government over the next decade will be filling management positions vacated by Baby Boomers. The purpose of this quantitative correlational research study was to examine how intrinsic and extrinsic motivations affect job satisfaction among different age cohorts in the public workforce. The public workforce is comprised of Baby Boomers (born 19461964), Generation X (born 19651980) and Generation Y (born1981 to 1996). The theoretical framework for this study was Herzberg’s motivation-hygiene theory. A random sample of 213 participants: Generation Y = 40, Generation X = 77, and Baby Boomers = 96, participated in an online SurveyMonkey government panel. The panel was composed of local, state, and federal employees. Participants answered the survey using the Career Goals Scale, the Job Satisfaction Scale, and a brief demographics scale. Data were analyzed using descriptive statistics as a measure of central tendency. Also, inferential statistics using Pearson product-moment correlations, simple linear regressions, and one-way multivariate analysis of variance (MANOVA) were conducted to answer three central research questions. Results revealed that both intrinsic and extrinsic motivations affect job satisfaction. Also, results of the individual one-way ANOVAs did not indicate significant differences in intrinsic motivation or job satisfaction among the age cohorts. Finally, pairwise comparisons determined that there were significant differences in extrinsic motivation between Baby Boomers and Generation Y. The information for this study may inform human resource managers in the public sector, about factors that would affect benefit plan policy, and improve recruitment and retention of employees. Age Cohorts Impact on Public Employee Job Satisfaction through Motivation by Isaac E. Perry, Jr. MPA, Bernard Baruch College, 2009 MA, Brooklyn College, 1991 BBA, University of Liberia, 1987 Dissertation Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy Public Policy and Administration Walden University March 2016 Dedication This dissertation is dedicated to the almighty God who is the master of my life. To my parents, Isaac E. Perry, Sr. and Sarah Perry thank you for showing me the importance of hard work. To my wife, Ann-Marie Nelson Perry and sons, Isaac E. Perry, III and Ian J. Perry who provided me the courage, support and love I needed to help me through this incredible journey. Thanks for sacrificing weekends and holiday trips to allow me to complete assignments and conduct research. Acknowledgments This dissertation would not have been possible without the support, guidance, and encouragement of certain individuals who inspired me to believe in myself throughout this journey. Dr. Olivia Yu my committee chair, thank you for being instrumental in my success as you guided me through this process. I could not have done it without your guidance. Thank you to my committee member, Dr. Lydia Forsythe for the positive feedbacks, and encouragement throughout the dissertation process. I am honored to have worked with the both of you on this project. Finally, I want to extend my thanks and appreciation to the URR committee member, Dr. Anthony Fleming for his encouraging words.