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INTERGENERATIONAL DIFFERENCES IN WORKFORCE FLEXIBILITY PREFERENCES: AN ANALYSIS OF GENERATION X AND GENERATION Y
The current labour market is characterised by the growing importance of workforce flexibility, while individual generations may perceive and prefer these forms of flexibility differently. The aim of this study was to analyse intergenerational differences in workforce flexibility preferences between Generation X and Generation Y and to identify the main factors associated with these preferences. The research is based on a quantitative questionnaire survey conducted on a sample of respondents from Generation X and Generation Y, with responses measured using five-point Likert scales.
The theoretically derived model was empirically tested through confirmatory factor analysis, which was used to verify the measurement structure of latent constructs representing workforce flexibility factors (motivational factors, barriers, job task preferences, working time preferences, and preferences regarding contractual forms of employment). Based on the obtained factor scores, the research hypotheses were subsequently tested using linear regression models and correlation analysis. The analyses were conducted separately for each generation.
The results confirmed that workforce flexibility preferences in both generations are primarily influenced by preferences for remote work, which show a statistically significant relationship with motivational factors, job task preferences, and working time preferences. At the same time, differences were identified in the strength of these relationships between Generation X and Generation Y, indicating distinct mechanisms in the formation of flexible work preferences across generations. Positive and statistically significant relationships were also identified among selected latent constructs, particularly between motivational factors and flexibility barriers, as well as between job task preferences and working time preferences.
The findings contribute to a deeper understanding of intergenerational differences in the area of workforce flexibility and provide practical implications for human resource management, particularly in designing flexible working conditions, job positions, and HR strategies that take generational specificities into account.
Vydanie: 2026/1 Strany: 5-14 Klasifikácia JEL: M12, M54, J24
DOI: https://doi.org/10.52665/ser20260101
Kľúčové slová: Human resource management, workforce flexibility, intergenerational differences, Generation X, Generation Y
Sekcia:
Kontakty:
Katarína Hrudková, Ing.,
Department of Economics and Economy,
Faculty of Socio-Economic Relations,
Alexander Dubček University of Trenčín in Trenčín Študentská 3
911 50, Trenčín
e-mail: katarina.hrudkova@tnuni.sk
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