A Person-Centered Examination of Motivational Profiles and Employment Preferences Across Age Groups

This cross-sectional study examines how age-group differences in work motivation and basic psychological needs relate to preferences between self- and wage-employment. Drawing on Self-Determination and Lifespan Development Theories, age groups are conceptualized as life-stage categories rather than birth cohorts, and motivational profiles are compared in the post-COVID US labor market. Online survey data were collected from 1,484 adult Americans across five age groups, from Gen Z to Traditionalist. Multi-group CFA for measurement invariance, ANOVA, latent mean comparisons, and latent profile analysis with distal outcome comparisons were performed. Results indicated significant, albeit small, age-group differences in employment preferences and motivational constructs. Gen Z-young adults reported relatively stronger preference for self-employment than older age-groups, whereas Gen Y (Millennials), early to mid-career, exhibited the highest autonomous motivation, the lowest amotivation, and greater satisfaction of autonomy and competence needs at work. Five distinct motivational profiles were identified from latent profile analyses; low-intensity and controlled–amotivated profiles were most strongly associated with a preference for self-employment, whereas a high-involvement yet conflicted profile showed the strongest preference for wage-employment. Younger participants, particularly Gen Z and Gen Y, were more likely to fall into globally elevated and psychologically complex profiles. Overall, the findings suggest that age-linked life stages are associated with nuanced motivational configurations that only modestly translate into employment preferences, highlighting the value of developmentally sensitive, person-centered approaches to understanding contemporary work, employment preferences, and entrepreneurial orientations.