| Abstract [eng] |
79 pages, 33 tables, 3 figures, 50 references. The aim of the master's thesis is to examine how the needs of Generation Z employees moderate the relationship between motivational tools and employee engagement, mediated by job satisfaction. The thesis consists of five parts: an analysis of scientific literature, research methodology, analysis of research results, conclusions, and recommendations. In the scientific analysis section, the concepts and theoretical aspects of Generation Z needs, motivation and its tools, employee engagement, and job satisfaction are analyzed based on scientific literature sources. The impact of motivational tools on employee engagement and job satisfaction, as well as the influence of Generation Z needs on the relationship between motivational tools and employee engagement, are also analyzed using prior research. To investigate the connections between Generation Z needs, motivational tools, employee engagement, and job satisfaction, a quantitative research analysis method was employed. Responses from 294 Lithuanian Generation Z employees to a structured anonymous questionnaire were collected and further analyzed. The questionnaire's reliability, as measured by Cronbach's Alpha coefficients, was greater than 0.7, indicating reliable scales. The research data were processed using IBM SPSS Statistics software and an additional A. F. Hayes PROCESS plug-in. The analysis of the research results revealed that motivational tools have a significant positive effect on employee engagement, especially when these tools are appropriately tailored to individual employee needs. However, the impact of motivational tools on job satisfaction was not statistically significant, as job satisfaction is more influenced by other factors, such as work-life balance and alignment between working conditions and expectations. It was determined that job satisfaction does not mediate the relationship between motivational tools and employee engagement, making direct strategies focused on work flexibility and recognition more effective. Generation Z needs were found to be a significant moderating factor—they enhance the impact of motivational tools on employee engagement when needs are high, while low or moderate needs do not affect this relationship. In the conclusions and recommendations section, the scientific literature analysis and research results are summarized, and suggestions for applying motivational tools and addressing employee needs in organizations with young professionals are provided to enhance their engagement and job satisfaction. |
