Work Motivation Across Early Career Stages: A Study of Employees Aged 18-35
Jeskanen, Nea (2025)
2025
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2025112730314
https://urn.fi/URN:NBN:fi:amk-2025112730314
Tiivistelmä
The purpose of this research was to examine how work motivation differed between employees aged 18-25 and 26-35. These chosen age groups represent two different early career stages as well as generational groups. The objective was to explore how these cohorts differ in their intrinsic and extrinsic motivational factors and whether these differences are more closely related to generational identity or career development.
Theoretical framework of the research was gathered from classical motivation theories and contemporary perspectives on generations and career stages. Intrinsic and extrinsic factors of motivation were structured from these theories, which provided the framework for identifying the key motivational factors for the research.
The empirical research was conducted as a mixed-method online survey using a four-point Likert scale and open-ended questions. Data were collected in October 2025 through self- selection sampling via social media channels. In total, 102 responses were collected. The data were analysed using average scores and cross-tabulation, and open-ended questions were analysed thematically.
The results show that both intrinsic and extrinsic factors motivate all respondents, but the balance between these factors shifts with career stage. Employees aged 18–25 are slightly more motivated by extrinsic factors whereas employees aged 26–35 show stronger intrinsic motivation. Although intrinsic factors such as personal growth, improving skills and autonomy are important for both groups but their significance increases as careers progress. Results also show that work-life balance becomes one of the most motivating factors for 26–35-year-old employees compared to younger employees. The findings suggest that motivational patterns were influenced more by career stage than by generational identity. The study concludes that motivation evolves as individuals gain experience, shifting from reliance on external conditions toward greater emphasis on intrinsic fulfilment and balance.
Theoretical framework of the research was gathered from classical motivation theories and contemporary perspectives on generations and career stages. Intrinsic and extrinsic factors of motivation were structured from these theories, which provided the framework for identifying the key motivational factors for the research.
The empirical research was conducted as a mixed-method online survey using a four-point Likert scale and open-ended questions. Data were collected in October 2025 through self- selection sampling via social media channels. In total, 102 responses were collected. The data were analysed using average scores and cross-tabulation, and open-ended questions were analysed thematically.
The results show that both intrinsic and extrinsic factors motivate all respondents, but the balance between these factors shifts with career stage. Employees aged 18–25 are slightly more motivated by extrinsic factors whereas employees aged 26–35 show stronger intrinsic motivation. Although intrinsic factors such as personal growth, improving skills and autonomy are important for both groups but their significance increases as careers progress. Results also show that work-life balance becomes one of the most motivating factors for 26–35-year-old employees compared to younger employees. The findings suggest that motivational patterns were influenced more by career stage than by generational identity. The study concludes that motivation evolves as individuals gain experience, shifting from reliance on external conditions toward greater emphasis on intrinsic fulfilment and balance.