Autor(es): Salvadorinho, Juliana ; Hines, Peter ; Kumar, Maneesh ; Ferreira, Carlos ; Teixeira, Leonor
Data: 2025
Origem: Repositório da Universidade Portucalense
Assunto(s): Industry 5.0; Employee motivation; Generations; Future of work; Correspondence analysis; Ciências Sociais - Economia e Gestão
The rise of Industry 5.0 (I5.0)—with human-centricity as its defining pillar, complemented by sustainability and resilience—coincides with an unprecedented moment in workforce history: the simultaneous presence of four generations, including the emerging Generation Z. Human-centricity in this paradigm emphasizes well-being, purpose, and meaningful work as critical elements in reconfiguring organizations. Despite its centrality, there is still limited scholarly understanding of how generational motivations align or diverge in shaping this human-centered future of work. This study addresses that gap by exploring work-related motivators across Baby Boomers, Generation X, Y, and Z, aiming to inform foresight-driven organizational strategies. Using an inductive, two-phase approach—a Generation Z-focused workshop followed by a global multigenerational survey—we applied Correspondence Analysis to map value clusters among the generations. Findings reveal that Gen Y and Z converge on priorities like work-life balance, career development, and non-monetary incentives, while Gen X shares Z’s sense of purpose, albeit with more organizational and societal framing. Baby Boomers diverge most, valuing stability, creativity, and structured environments. Theoretically, the study contributes to futures scholarship by conceptualizing generational values as foresight variables—early signals of paradigm shifts in leadership, purpose, and motivation that reinforce and extend the human-centric vision of I5.0. Practically, we offer recommendations for designing inclusive, foresight-informed HR strategies that leverage generational diversity as a foundation for socially just and future-resilient organizations.
