Orientation: The generational diversity of employees evident in today’s workforce and the important role of reward in meeting a wide variety of needs to attract, motivate and retain employees for the organisation are a key strategic contribution. Research purpose: The purpose of this study was to explore how, whether and to what degree employees from different generational groups differ about preferences on total reward components in the fast-moving consumer goods industry, for purposes of attraction, retention and motivation. Motivation for the study: The rationale for this study was to explore and improve the understanding of reward preferences of different generation groups. Research design and method: The research was a quantitative, empirical and descriptive study of reward preferences in an industry-specific context. A self-administered survey instrument was used and analysed using tests for internal consistency and scale reliability, various measures for factor analysis and a general linear model, involving a multivariate analysis of variance (MANOVA), to test for significant differences between independent and dependent variables. Main findings: Baby Boomers, Xers and Millennials did not differ significantly about preferences regarding financial and non-financial rewards. Millennials do not prefer non-financial rewards to financial rewards. The variance, however, was not large. Practical or managerial implications: The research results provide management with informed knowledge of the types of rewards that can be administered to employees of different generational groups to attract, retain and motivate them. Contribution and value add: The research has added insight into the reward preferences of generational groups and made recommendations for improving reward strategy for the attraction, retention and motivation of employees in the fast-moving consumer goods industry.

中文翻译：

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在快速发展的消费品组织中探索世代群体的奖励偏好

方向：当今员工队伍中明显的员工世代多样性以及奖励在满足组织为吸引，激励和留住员工的各种需求方面的重要作用是关键的战略贡献。研究目的：这项研究的目的是探讨在快速发展的消费品行业中，来自不同世代群体的员工在总报酬构成方面的偏好如何，是否以及在何种程度上有所不同，以吸引，保留和激励为目的。研究动机：进行这项研究的目的是探索和增进对不同世代群体的奖励偏好的理解。研究设计和方法：该研究是针对特定行业情况下的奖励偏好的定量，经验和描述性研究。使用一种自我管理的调查仪器，并通过内部一致性和规模可靠性测试，各种因素分析测度和涉及多元方差分析（MANOVA）的通用线性模型进行分析，以测试自变量和因变量之间的显着差异。主要发现：婴儿潮一代，Xers和千禧一代在财务和非财务奖励方面的偏好没有显着差异。千禧一代不喜欢非财务奖励而不是财务奖励。但是，差异并不大。实际或管理意义：研究结果为管理层提供了知情的知识，这些知识可以奖励给不同世代群体的员工以吸引，保留和激励他们。贡献和增值：