FACTORS AFFECTING WORK MOTIVATION OF GENERATION Y EMPLOYEES IN SURAT THANI PROVINCE

Abstract

This research article aimed to 1) Study the level of opinions regarding motivational factors in work performance and supportive factors among Generation Y employees in Surat Thani Province, and 2) Study the relationship between supportive factors and work motivation using quantitative research methods. The sample consisted of 400 Generation Y employees in Surat Thani Province, born between 1980 and 1997. Data was collected using questionnaires. The data were analyzed using descriptive statistics, including frequency, percentage, mean, standard deviation, and inferential statistics, specifically Pearson’s correlation coefficient. The results of the study revealed that 1) Generation Y employees had a high level of opinions regarding factors affecting their work motivation. The motivational factor with the highest mean score was advancement (  = 4.25), followed by responsibility (  = 4.15), achievement (  = 4.07), recognition (  = 4.05), and the nature of work (  = 4.00), respectively. Regarding supporting factors, the organizational management policy had the highest average score (  = 4.20), followed by working conditions (  = 4.12), relationships with supervisors, subordinates, and colleagues (  = 3.98), and personal well-being (  = 3.75). 2) The correlation analysis revealed that supporting factors had a statistically significant positive correlation with work motivation at the .05 level, particularly supervisory aspects, personal well-being, and job security. This reflected the fact that a suitable work environment, support from supervisors, and a good quality of life all play a significant role in enhancing employee motivation. In summary, organizations should focus on developing clear management policies, creating a conducive work atmosphere, and promoting job security and a good quality of life for employees in order to sustainably improve the motivation and work performance of Generation Y employees.