Model of work motivation based on happiness: pandemic related study

This study by Joanna Nieżurawska, Radosław A. Kycia, Iveta Ludviga, and Agnieszka Niemczynowicz aims to provide a new approach to motivating Generation Z employees in Poland. With the entry of young people born between 1995 and 2004 into the labor market, it is essential to consider how their motivation might be affected. While traditionally identified motivators are known, many reports indicate that motivation continues decreasing, causing perturbations in business and fluctuations of staff. To prevent this situation, employers are looking for new solutions to motivate employees. The authors collected new evidence from 200 Polish respondents completing an online survey using a quantitative approach before and during the pandemic time. They report and analyze the survey results conducted among representatives of Generation Z who were employed for at least six months in Poland. The authors developed and validated a new approach to motivation using methodologies called Factor Analysis. Based on empirical verification, they found a new tool that connects employee motivation and selected areas of the Hygge concept called Hygge star model which has the same semantics before and during Covid-19 pandemic. This model focuses on happiness as a key motivator for employees in Poland's Generation Z cohort. The study provides valuable insights into how employers can effectively motivate their younger workforce while navigating challenges posed by pandemics or other external factors affecting work environments. It highlights the importance of considering different approaches when motivating Generation Z employees as traditional methods may not be sufficient due to changing dynamics within businesses caused by external factors such as Covid-19 pandemic. Furthermore, it emphasizes the need for employers to recognize that happiness is an important factor when attempting to motivate their younger workforce in order to ensure successful outcomes for both parties involved.

Motivating Generation Z Employees in Poland: A New Approach

The entry of young people born between 1995 and 2004 into the labor market has created a need for employers to consider how their motivation might be affected. Traditional methods of motivating employees have been known for some time, but reports indicate that motivation continues decreasing, causing perturbations in business and fluctuations of staff. To prevent this situation, employers are looking for new solutions to motivate employees. Joanna Nieżurawska, Radosław A. Kycia, Iveta Ludviga, and Agnieszka Niemczynowicz recently conducted a study aiming to provide a new approach to motivating Generation Z employees in Poland by collecting evidence from 200 Polish respondents completing an online survey using a quantitative approach before and during the pandemic time.

Methodology

The authors developed and validated a new approach to motivation using methodologies called Factor Analysis. The survey was conducted among representatives of Generation Z who were employed for at least six months in Poland before or during the Covid-19 pandemic period. The results were then analyzed with respect to employee motivation levels both before and during the pandemic period.

Findings

Based on empirical verification, they found a new tool that connects employee motivation and selected areas of the Hygge concept called Hygge star model which has the same semantics before and during Covid-19 pandemic. This model focuses on happiness as a key motivator for employees in Poland's Generation Z cohort.

Conclusion

This study provides valuable insights into how employers can effectively motivate their younger workforce while navigating challenges posed by pandemics or other external factors affecting work environments. It highlights the importance of considering different approaches when motivating Generation Z employees as traditional methods may not be sufficient due to changing dynamics within businesses caused by external factors such as Covid-19 pandemic. Furthermore, it emphasizes the need for employers to recognize that happiness is an important factor when attempting to motivate their younger workforce in order to ensure successful outcomes for both parties involved