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Incentivos extrínsecos e intrínsecos : as preferências das diferentes gerações
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O presente estudo tem como principal objetivo explorar as diferenças geracionais nas preferências por incentivos intrínsecos e extrínsecos. Em particular, procura-se compreender de que forma as preferências motivacionais variam entre as Gerações Z, Y e as gerações anteriores (X e Babyboomers). Os dados utilizados nesta investigação foram recolhidos através da aplicação de um questionário online dirigido a profissionais e estudantes de licenciatura, mestrado e doutoramento da área de Gestão em Portugal. No total foram obtidas 643 respostas válidas. A análise estatística foi realizada através da aplicação de testes bivariados e multivariados (regressões), com recurso ao software STATA 18. Os resultados mostram que a Geração Z atribui maior importância a incentivos intrínsecos relacionados com o interesse no trabalho do que as gerações anteriores. Por sua vez, a Geração Y dá menos valor a incentivos extrínsecos relacionados com o estatuto do que a Geração Z. Relativamente a incentivos intrínsecos relacionados com desafios e com flexibilidade, e incentivos extrínsecos relacionados com remuneração e com relações interpessoais, não foram encontradas diferenças entre gerações. Verificou-se também que as mulheres tendem a valorizar mais todo o tipo de incentivos do que os homens, exceto incentivos extrínsecos relacionados com o estatuto, que são mais valorizados pelos homens. Finalmente, maiores níveis de escolaridade estão associados a uma maior valorização dos incentivos em geral, com exceção dos incentivos extrínsecos relacionados com o estatuto, que são igualmente valorizados por todas as categorias de escolaridade.
The main objective of the present study is to explore generational differences in preferences for intrinsic and extrinsic incentives. It aims to understand how motivational preferences vary among Generation Z, Generation Y, and previous generations (Generation X and Baby Boomers). The data used in this research were collected through an online questionnaire administered to professionals and undergraduate, master’s, and doctoral students in the field of Management in Portugal. A total of 643 valid responses were obtained. Statistical analysis was conducted using both bivariate and multivariate tests (regressions), with the support of STATA 18 software. The results indicate that Generation Z places greater importance on intrinsic incentives related to interest in the work itself compared to earlier generations. Generation Y also values extrinsic incentives related to status less than Generation Z. No significant generational differences were found in relation to intrinsic incentives associated with challenges and with flexibility or extrinsic incentives related to salary and to interpersonal relationships. The findings also reveal that women tend to place higher value on all types of incentives compared to men, except for extrinsic incentives related to status, which are more valued by men. Finally, higher levels of education are associated with greater appreciation of incentives in general, except for extrinsic incentives related to status, which are similarly valued across educational levels.
The main objective of the present study is to explore generational differences in preferences for intrinsic and extrinsic incentives. It aims to understand how motivational preferences vary among Generation Z, Generation Y, and previous generations (Generation X and Baby Boomers). The data used in this research were collected through an online questionnaire administered to professionals and undergraduate, master’s, and doctoral students in the field of Management in Portugal. A total of 643 valid responses were obtained. Statistical analysis was conducted using both bivariate and multivariate tests (regressions), with the support of STATA 18 software. The results indicate that Generation Z places greater importance on intrinsic incentives related to interest in the work itself compared to earlier generations. Generation Y also values extrinsic incentives related to status less than Generation Z. No significant generational differences were found in relation to intrinsic incentives associated with challenges and with flexibility or extrinsic incentives related to salary and to interpersonal relationships. The findings also reveal that women tend to place higher value on all types of incentives compared to men, except for extrinsic incentives related to status, which are more valued by men. Finally, higher levels of education are associated with greater appreciation of incentives in general, except for extrinsic incentives related to status, which are similarly valued across educational levels.
Descrição
Trabalho Final de Mestrado, Contabilidade, Fiscalidade e Finanças Empresariais, ISEG, 2025
Palavras-chave
Extrinsic Incentives Intrinsic Incentives Generations Motivation Talent Management Incentivos Extrínsecos Incentivos Intrínsecos Gerações Motivação Gestão de talento