Motivace zaměstnanců generace Z na administrativních pozicích

This master's thesis deals with the work motivation of Generation Z employees in administrative positions in the Czech Republic. The aim of the thesis is to determine which factors influence the work motivation of this group of employees. It examines the gap between the importance employees attribute to individual factors and the extent to which these factors are fulfilled by their current employer, as well as how this gap relates to work motivation and to the perceived likelihood of remaining with the employer. The theoretical framework is based on the concept of the psychological contract and on equity theory, according to which motivation is determined not by the absolute level of working conditions, but by its relation to what the employee expected. The empirical part takes the form of a quantitative survey conducted through an online questionnaire, with 109 respondents meeting three entry criteria included in the final analysis. Its key feature is the pairing of two blocks of questions, in which respondents assess first the attributed importance and then the perceived fulfilment of the same ten motivational factors, and the data were processed using non-parametric methods. Respondents attribute the highest importance to adequate salary, which is also the factor showing the largest gap between perceived fulfilment and attributed importance. A statistically significant gap was demonstrated for five of the ten motivational factors. Work motivation is related to the perceived fulfilment of individual factors rather than to the importance attributed to them. Recommendations for employers are proposed on the basis of these findings