Multigenerational impact on work motivators of Saudi ministry of health employees

Background: The lack of consideration for individual employees’ needs can result in many obstacles for HR professionals. This study empirically examined the multigenerational differences among employees, their impact on work motivators, and their implications for HR managers. Materials and Methods: Applying Twenge et al.’s model, the quantitative study developed a self-administered closed survey to investigate the significant multigenerational differences of 23 motivational factors across the generations categorized by their date of birth using a Likert scale of 5 points. The study employed a cluster sampling technique to select 348 respondents from a population of 3236 healthcare workers in one medical complex and nine primary healthcare centers in North Jeddah. The questionnaires were sent to the respondents via email. A post hoc Tukey test was performed on the data after a one-way analysis of variance (ANOVA). The study used SPSS for the …, and Excel for descriptive data. Result: The study’s findings indicate the significance of intrinsic rewards; it shows a statistically significant difference with a p-value (.000), less than 0.05. So the study will reject the null hypothesis and accept the hypothesis. But no significant difference among the other work motivators, leisure rewards, showed no statistically significant differences (p-value is 0.668), more than 0.05. So, the study accepts the null hypothesis and rejects the hypothesis. In Altruistic rewards, it shows no statistically significant differences as the p-value (.806) is more than 0.05. So the study will accept the null hypothesis and reject the hypothesis. Social rewards show no statistically significant differences with a p-value (.736) greater than 0.05. So, the study will accept the null hypothesis and reject the hypothesis. Extrinsic rewards show no statistically significant difference with a p-value (.096) more than 0.05. So, the study will accept the null hypothesis and reject the hypothesis. Finally, job stability shows no statistically significant differences with a p-value (.205) more than 0.05. So, the study will accept the null hypothesis and reject the hypothesis. These findings and their implications for HR managers are described and discussed in the present article. The significance is suitable for MOH transformation leaders; this means smaller generation gaps. Conclusion: Multi-generational impacts on work motivators and detected statistically significant among generations on Intrinsic rewards work motivator is good for MOH transformation leaders; smaller generation gaps. There is no significance on the other five work motivator.