Orientation: The workforce is changing, as employers aim to attract qualified individuals from Generation Y, born 1981–2000, but strategies for attraction require adaption, as the ‘one-size-fits-all’ model no longer works for today’s multigenerational workforce. Research purpose: Determining what changes and priorities organisations need to consider for their total rewards frameworks to attract youth employees. Motivation for the study: Companies offer employees historical benefits that they do not want or value. This is important when one considers the attraction of Generation Y to organisations, as they are increasingly becoming a formidable factor in an organisations’ success and sustainability. The motivation for this study was understanding what rewards are aligned with the aspirations of this skilled generation, to attract them. Research approach/design and method: A sequential mixed-method approach was followed, where data were collected, using quantitative and qualitative methods. A questionnaire was distributed and a response rate of 276 participants from seven of the nine provinces in South Africa achieved. Interviews were conducted where 11 participants validated the quantitative findings. Main findings: Seven reward categories were found to affect Generation Y’s attraction to organisations, (1) leadership and environment (2) benefits (3) performance incentives (4) individual development (5) safe, secure working environment (6) work–life balance and resources and (7) performance recognition. Practical/managerial implications: A different approach is required for the attraction of Generation Y. Contribution/value-add: No empirical study exists that authenticates total rewards models for Generation Y, identifying the most important reward preferences and developing a new, more effective total rewards framework.

中文翻译：

---

吸引1981-2000年在南非出生的Y一代员工的总体奖励框架

方向：劳动力正在发生变化，因为雇主的目标是吸引1981-2000年出生的Y代合格人才，但是吸引战略需要适应，因为“一刀切”的模式已不再适用于当今的多代劳动力。研究目的：确定组织为吸引青年员工而需要考虑的总体奖励框架的变化和重点。研究动机：公司为员工提供他们不想要或不重视的历史收益。当人们考虑Y一代对组织的吸引力时，这一点很重要，因为它们正日益成为组织成功和可持续发展的重要因素。进行这项研究的动机是了解哪些奖励与这一熟练一代的愿望相吻合，以吸引他们。研究方法/设计和方法：遵循顺序混合方法，使用定量和定性方法收集数据。分发了调查表，来自南非九个省中七个省的276名参与者获得了答复。进行了访谈，其中有11名参与者验证了定量结果。主要发现：发现七个奖励类别影响了Y一代对组织的吸引力，（1）领导和环境（2）收益（3）绩效激励（4）个人发展（5）安全，有保障的工作环境（6）工作生活平衡和资源；（7）绩效认可。实际/管理上的意义：吸引Y一代需要一种不同的方法。贡献/增值：