Motivation and Job Satisfaction across Generations: Evidence from the Public Sector

Understanding how different generations relate to work has become increasingly important for public organizations facing growing challenges in attracting and retaining talent. This study examines generational differences in work motivation and job satisfaction within the public sector, using data collected from employees in a Romanian central administration institution. Building on Self-Determination Theory and Herzberg’s Two-Factor Theory, the research adopts a quantitative approach based on a survey administered to 92 employees. The results reveal a clear and consistent pattern: younger employees (Millennials and Generation Z) display higher levels of intrinsic motivation, particularly in relation to autonomy and professional development, but report lower levels of job satisfaction. In contrast, older employees (Generation X and Baby Boomers) exhibit higher job satisfaction, primarily influenced by extrinsic factors such as job security and salary. Statistical analysis confirms that these differences are significant (p < 0.001), suggesting that motivation and job satisfaction do not evolve in parallel across generations. This finding points to a structural mismatch between the expectations of younger employees and the traditional characteristics of public sector employment. The study contributes to the literature by providing empirical evidence from a public sector context and highlights the need for more adaptive human resource practices that better align with generational expectations.