The effect of job motivations of X and Y generations on career expectations: A study on the banking sector

Today, the policies that should be implemented for the work motivation of the generations who are together in working life vary. In order to motivate an employee, it is necessary to know the factors that will increase the motivation of that person first. One of the sources of motivation in working life is the career expectation of the employees. The aim of this research is; The aim of this study is to determine to what extent the work motivation of Generation X and Generation Y in the literature affects career expectations. In this research, a field study was conducted for the employees in the banking sector, which is known to have intense employment of Generation X and Generation Y employees. In this context, the effect of work motivations of employees working in a privately owned bank operating in Antalya province and its districts on career expectations was examined. In the research, using the Multidimensional Job Motivation Scale and the Career Future Scale, a survey was applied to a total of 315 people working in the banking sector by convenience sampling method. In the Multidimensional Work Motivation Scale, there are six factors in total: amotivation, external social influence, external material influence, introjected influence, defined influence and intrinsic motivation. In the Career Future Scale, there are three factors: career adaptability, career optimism and knowledge. According to the results, lack of motivation affects career development negatively and significantly. No significant effect of external social influence on career development was found. While extrinsic material influence, defined influence and intrinsic motivation had a significant and positive effect on career development, no significant effect of introjected influence on career development was found. The work motivations of the X generation do not significantly affect their career prospects. The work motivations of the X generation do not significantly affect their career prospects. It can be stated that there is a significant effect in the dimensions of introjected influence, defined influence and intrinsic motivation from the work motivation dimensions of the X generation. However, in other dimensions, job motivation does not significantly affect career prospects for Generation X. When the results are examined in terms of generation Y, it can be stated that while there are significant and positive effects in the dimensions of external material influence, defined influence and intrinsic motivation, it can be stated that not being motivated has a negative significant effect on career expectation. This research, which has the main purpose of determining how the work motivations of Generation X and Generation Y affect their career expectations, is expected to contribute to the literature as well as to guide managers.