Publication Type

PhD Dissertation

Version

publishedVersion

Publication Date

3-2026

Abstract

This study examines the characteristics of Generation Z (Gen Z) employees and investigates how these traits influence work motivation and job-related outcomes within the Chinese organizational context. Specifically, the research compares employees working in state-owned enterprises (SOEs) and private firms, two dominant but structurally distinct organizational forms in China. Drawing upon self-determination theory, generational cohort theory, and organizational behavior literature, the study proposes a conceptual model in which Gen Z characteristics influence job outcomes both directly and indirectly through intrinsic and extrinsic motivation, with organizational type acting as a moderating variable. A quantitative, multi-source survey design was employed. Data were collected from 267 matched employee–supervisor pairs, including 148 employees from private firms and 119 from SOEs. Generation Z employees were defined as individuals born between 1995 and 2012 and employed full-time in mainland China. Employee questionnaires measured Gen Z characteristics, intrinsic motivation, extrinsic motivation, job satisfaction, work engagement, and turnover intention, while supervisors evaluated employee performance and task-related creativity. Statistical analyses were conducted using SPSS, including reliability testing, correlation analysis, hierarchical regression, mediation analysis using Hayes’ PROCESS macro, and moderation testing.

The findings reveal that Gen Z tendencies are positively associated with intrinsic motivation and several favorable job outcomes, including job satisfaction, engagement, and creativity. However, stronger Gen Z traits are also associated with higher turnover intention, suggesting that this cohort is more willing to leave unsatisfactory roles. Intrinsic motivation significantly mediates the relationship between Gen Z characteristics and positive work outcomes, supporting the relevance of self-determination theory in explaining generational work behavior. In contrast, extrinsic motivation demonstrates weaker and, in some cases, negative mediating effects, particularly in relation to engagement and retention outcomes. Furthermore, organizational type plays a moderating role. The relationship between Gen Z characteristics and intrinsic motivation is stronger in private firms, where flexibility, innovation, and autonomy are more prevalent. Conversely, the relationship between Gen Z characteristics and extrinsic motivation is stronger in SOEs, where stability, structured promotion systems, and job security remain dominant features. These results highlight the importance of aligning generational values with organizational context. This study contributes to the literature by integrating generational traits, motivational mechanisms, and institutional context into a unified analytical framework. It extends existing research on employee motivation in China by focusing specifically on Gen Z and by offering a comparative analysis of SOEs and private firms. Practically, the findings suggest that organizations must adopt differentiated motivation strategies that balance intrinsic development opportunities with appropriate extrinsic rewards. As Gen Z becomes a major segment of China’s workforce, understanding and responding to their motivational preferences will be critical for enhancing engagement, performance, and long-term retention.

Keywords

Generation Z; Work Motivation; Intrinsic Motivation; Extrinsic Motivation; State-Owned Enterprises (SOEs); Private Firms; Job Satisfaction; Work Engagement; Turnover Intention; China

Degree Awarded

SMU-SJTU Doctor of Business Administration

Discipline

Organizational Behavior and Theory | Organization Development

Supervisor(s)

CHENG, Chi-Ying

First Page

1

Last Page

138

Publisher

Singapore Management University

City or Country

Singapore

Copyright Owner and License

Author

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