BeNext-Yumeshin Group Co./Research Institute for Rewarding Work<TSE Prime: 2154>
To the press

2022 June 1
As designated by the government, June 1 is the first day to start job hunting.
It is an opportunity to think about “What is a rewarding work for myself?”

Fact-finding survey on rewarding work

Currently, the generation Z have the lowest level of happiness for work.
The younger the generation, the lower the happiness for work. 26.5% of the generation Z feel happy about
their work while so do 41.0% of the people born in mid-1960s to 1970s.
The Research Institute for Rewarding Work, operated by BeNext-Yumeshin Group Co., conducted a fact-finding
survey on rewarding work for a total of 800 working men and women in their 10s to 50s.
<Summary of survey results>
1. “Happiness for work” for working men and women in their 10s to 50s☑ The average of happiness for work is 60 points.
☑ About 30% of respondents answered that the point of happiness for work is over 80, meaning that they findtheir work rewarding.
When evaluating the current level of happiness for work on a scale of 100 points, the average score is 60.1 points. Of these, about 30%
of respondents answered that they find their work rewarding with a happiness score of 80 points or over. The respondents whose levelof happiness is below the average complained that seniority system still exists, sexual harassment occurs and salary doesn’t increase.

2. Breakdown by generation, marital status, and gender☑ The generation Z have the lowest number of respondents whose happiness score is over 80 points, more than
14% lower than that of the people born in mid-1960s to 1970s.
The ratio of people whose happiness score is over 80 points (working for rewarding work) is smaller in the younger generation,accounting for only 26.5%. The ratio is the biggest in the people born in mid-1960s to 1970s, accounting for 41.0%, which results in a
gap of about 14% between those generations.

3. Level of happiness for work and financial circumstances☑ The expected average of bonus in this summer is equivalent to the 2.7-month salary.
☑ For those with 80 points or over and those with scores below the average, the amount of bonus varies by 0.8
months.
The overall average of estimated bonus in this summer is equivalent to the 2.7-month salary. The amount of bonus for respondents with80 points or over is equivalent to the 3.3-month salary, while that for respondents with scores below the average is equivalent to the 2.5month salary, resulting in a gap of about 0.8 months.

4. Based on Maslow’s hierarchy of needs, a rewarding work is defined as follows.

☑ The condition of rewarding work (workplace) in this time is to satisfy belongingness and love needs!
☑ The generation Z have the lowest level of needs that are satisfied at all stages, while the people born in mid1960s to 1970s have the highest.
According to a survey targeted at those with 80 points or over and those with scores below the average to ascertain whether their current
work is rewarding, there is a gap in the answer for belongingness and love needs as found in Maslow’s hierarchy of needs. Whenexamining whether all of the needs are satisfied, the generation Z have the lowest average among all generations, while the people bornin mid-1960s to 1970s have the highest level.

Outline of thesurveySurvey method: Internet survey; Survey period: April 28 to May 1, 2022; Responsible organization: Signal research
Survey target: Total 800 working men and women in their 10s to 50s *Equal allocation for each gender and age group★The generation Z: 18-26 years old, millennial generation: 27-42 years old, people born in 1970s to 1980s and people born in mid1960s to 1970s; 200 persons each

When publishing the results and analyses of this survey, please specify “According to a research by BeNext-Yumeshin Group Co.”
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BeNext-Yumeshin Group Co./Research Institute for Rewarding Work<TSE Prime: 2154>
1. “Happiness for work” for working men and women in their 10s to 50s☑ The average of happiness for work averages is 60 points.
☑ About 30% of respondents answered that the point of happiness for work is over 80, meaning that they findtheir work rewarding.

When asking all participants about the current level of happiness for work with the highest score at 100 points, the average is60.1. Of these, about 30% of respondents answered that the point of happiness for work is over 80, meaning that they find theirwork rewarding.
Also, when asking those with the level of happiness 80 points or over about the reasons they find their work rewarding, theyanswered that they can balance work and their private lives. Details are as follows.
Male aged 56 years
old, born in mid-1960s I work in an environment that makes it easier to take vacations and to spend time for my family.
to 1970s
Female aged 45 years
There is no need to hesitate to take paid vacations and avoid overtime, so I can spend time for myold, born in 1970s tofamily and my private life.
1980s
On the other hand, when asking those with the level of happiness below the average of 60.1 points about the reasons thethey can’t find their work rewarding, they answered as follows.
Male aged 32 years
old, in the millennial
generation
Female aged 25
years old, in thegeneration Z

I can’t be sure whether or not I’m evaluated fairly.

The seniority system still strongly exists, and sexual harassment sometimes occurs. Besides, mysalary doesn’t increase easily.

When publishing the results and analyses of this survey, please specify “According to a research by BeNext-Yumeshin Group Co.”
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BeNext-Yumeshin Group Co./Research Institute for Rewarding Work<TSE Prime: 2154>
2. Breakdown by generation, marital status, and gender☑ The generation Z have the lowest number of respondents whose happiness score is over 80 points, more than
14% lower than that of the people born in mid-1960s to 1970s.

When breaking down the ratio of those with the level of happiness 80 points or over (working for rewarding work) bygeneration, that of the generation Z is the smallest (26.5%), followed by the millennial generation (29.0%), the people born in1970s to 1980s (32.0%) and the people born in mid-1960s to 1970s (41.0%). It is found that the younger the generation is,
the smaller the number of people who find the current work rewarding is.
Furthermore, when examining the ratio of those with the level of happiness 80 points or over by marital status, the percentage
is 42.9 for the married and 24.3 for the unmarried, resulting in a gap of 18.6%, indicating that the married find their work
rewarding. Meanwhile, there is no significant gap between men (32.0%) and women (32.3).

3. Level of happiness for work and financial circumstances☑ The expected average of bonus in this summer is equivalent to the 2.7-month salary.
☑ For those with 80 points or over and those with scores below the average, the amount of bonus paid varies by
0.8 months.

When asking all participants about the expected amount of bonus for this summer, the average is equivalent to the 2.7-monthsalary.
When breaking down the amounts of bonus for this summer for those with the level of happiness 80 points or over (working
for rewarding work) and those with scores below the average, the bonus for the former is equivalent to the 3.3-month salaryand that for the latter is equivalent to the 2.5-month salary, resulting in a gap of 0.8 months.

When publishing the results and analyses of this survey, please specify “According to a research by BeNext-Yumeshin Group Co.”
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BeNext-Yumeshin Group Co./Research Institute for Rewarding Work<TSE Prime: 2154>
4. Based on Maslow’s hierarchy of needs, a rewarding work is defined as follows.

☑ The condition of rewarding work (workplace) in this time is to satisfy love and belongingness needs!
☑ The generation Z have the lowest level of needs that are satisfied at all stages, while the people born in mid1960s to 1970s have the highest.

With reference to Maslow’s hierarchy of needs as advocated Abraham Harold Maslow, a psychologist of the U.S., 12 needs areset for the elements which are required for a rewarding work (workplace). We asked the participants about the “needs which
are satisfied in their work” and the “needs which should be satisfied in their work” for realizing a rewarding work (workplace).
Needs
Self-transcendence

Stage
6

Self-actualization

5

Esteem4

Love and belonging

3

SafetyPhysiological2
1

12 needs which are required for a rewarding work (workplace)Contribute to the world peace and stability through one’s
There is a system and corporate culture that enables (recommends)
own work.
volunteer activities, etc.
Contribute to a workplace (business) by maximizing theirWork to realize the ideal state of oneself rather than salaries and internal
own abilities.
evaluations.
Acknowledged by supervisors or given in-house awards.
There is a system that enables promotion if one’s performance isrecognized.
There are reliable colleagues, understanding supervisors, and Able to secure one’s own place in a place of work.
kind families.
Salary is paid on a fixed day every month.
Without fear of bankruptcy, takeover, or termination of work.
It is a working environment in which one can take enough
Salary is sufficient enough to buy an adequate diet and to lead a basic
sleep and rest.
life.

When examining the difference between those with the level of happiness 80 points or over and those with scores below theaverage regarding the “needs which are satisfied in their work,” the top 3 needs with a significant difference are as follows.
Percentage

Needs which are satisfied

No. 1

No. 2

No. 3

There are reliable colleagues, understanding supervisors, and kindfamilies.
[Love and belonging: Stage 3]
Able to secure one’s own place in a place of work.
[Love and belonging: Stage 3]
It is a working environment in which one can take enough sleep andrest.
[Physiological: Stage 1]

Those with 80
points or overThose withscores below
the average

44.0%

18.7%

25.3%

51.4%

28.8%

22.6%

61.1%

40.9%

20.2%

Difference

When publishing the results and analyses of this survey, please specify “According to a research by BeNext-Yumeshin Group Co.”
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BeNext-Yumeshin Group Co./Research Institute for Rewarding Work<TSE Prime: 2154>
In addition, when asking all the participants about the “needs which should be satisfied in their work,” the top needs areoccupied by the elements which can be found in [Physiological: Stage 1] and [Safety: Stage 2] as shown in the table below.

No. 1

Needs which should be satisfied
It is a working environment in which one can take enough sleep and rest.
[Physiological: Stage 1]

Percentage
62.9%

No. 2

Salary is paid on a fixed day every month.
[Safety: Stage 2]

56.9%

No. 3

Salary is sufficient enough to buy an adequate diet and to lead a basic life.
[Physiological: Stage 1]

50.0%

No.4

Without fear of bankruptcy, takeover, or termination of work.
[Safety: Stage 2]

35.3%

Based on the results of these analyses, it is found that, if we define a rewarding work (workplace) in relation to Maslow’s
hierarchy of needs, [Physiological: Stage 1] and [Safety: Stage 2] must be satisfied and [Love and belonging: Stage 3] is alsosatisfied if possible.
●[Love and belonging: Stage 3] in Maslow’s hierarchy of needs
This is the desire for belonging to a certain group* and for affection, and is expressed as the “Love and belonging needs.” Itis said that human beings have the desire to gain a sense of security by belonging to a certain society or group.
*Group: In this survey, it means a place of work, colleagues, etc.
As for the ratio of needs which are satisfied in their work in all six stages, the generation Z have the lowest average among
all generations while the people born in mid-1960s to 1970s have the highest.
Needs

Average/Ratio of needs which are satisfied in their work

Stage

Generation Z (ages of 18-26)

People born in mid-1960s to 1970s

Difference(aged 52-57)

Self-transcendence
Self-actualization
EsteemLove and belonging
SafetyPhysiological

6

56.9%

73.8%

5

65.6%

70.9%

5.3%

4

56.3%

68.6%

12.3%

3

63.7%

68.0%

4.3%

2

57.2%

62.8%

5.6%

1

62.0%

69.8%

7.8%

★

★

★

★

★

★

★

★

★

★

★

16.9%

★

From the fact-finding survey on rewarding work, it is found that the ratio of those working for a rewarding
work (those with the level of happiness 80 points or over) and the ratio of needs which are satisfied intheir work are generally low in the generation Z and that of the people born in mid-1960s to 1970s is high.
The Research Institute for Rewarding Work will conduct various surveys and awareness-raising
activities so that more people can find a rewarding work.

When publishing the results and analyses of this survey, please specify “According to a research by BeNext-Yumeshin Group Co.”
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BeNext-Yumeshin Group Co./Research Institute for Rewarding Work<TSE Prime: 2154>

Company Profile of BeNext-Yumeshin Group Co.
Contents of business

A pure holding company with the human resource service business (temporary staffing
business) as a core business
Date of establishment and Established in August 1997/4,439 million yen*1
capitalHead office
NBF Comodio Shiodome, 2-14-1 Higashi-shimbashi, Minato-ku, Tokyo
Representative
Yutaka Nishida, Chairman and Representative Director, CEO
Daio Sato, President and Representative Director, COO
Stock listing
Number of groupcompanies

Prime Market, Tokyo Stock Exchange (Securities code: 2154)
17 companies (domestic) and 26 companies (overseas)/Total of 43 companies*2*1: As of December 31, 2021

*2: As of April 1, 2022

About the Research Institute for Rewarding Work
Based on our purpose: “Open up individual potential through rewarding work,” BeNext-Yumeshin Group Co.
contemplates on the rewarding work for our employees on a daily basis.
The Research Institute for Rewarding Work, which we have established inside our group, carefully and independently
considers the indices for the rewarding work for each individual. Furthermore, through the awareness-raising activities, itcreates an environment in which many people can find rewarding work.

Contact for this release:
The Research Institute for Rewarding Work
Please contact us from the inquiry form on the Internet.
1. Access the website of BeNext-Yumeshin Group Co.: https://www.yumeshin-benext.co.jp/
2. Click “Contact” on the website footer.
3. Select “Inquiry to the Research Institute for Rewarding Work” in “Type of inquiry” at the top of the website.
4. Please fill in the required items including inquiry content.

When publishing the results and analyses of this survey, please specify “According to a research by BeNext-Yumeshin Group Co.”
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