scholarly journals Intrinsic Motivations of Public Sector Employees: Evidence for Germany

2015 ◽  
Vol 16 (3) ◽  
pp. 343-366 ◽  
Author(s):  
Robert Dur ◽  
Robin Zoutenbier
Keyword(s):  
Public Sector ◽  
Private Sector ◽  
Work Experience ◽  
Panel Study ◽  
Questionnaire Data ◽  
The Public ◽  
Public Sector Employment ◽  
Public Sector Employees ◽  
Intrinsic Motivations ◽  
The Difference

AbstractWe examine differences in altruism and laziness between public sector employees and private sector employees. Our theoretical model predicts that the likelihood of public sector employment increases with a worker’s altruism, and increases or decreases with a worker’s laziness depending on his altruism. Using questionnaire data from the German Socio-Economic Panel Study, we find that public sector employees are significantly more altruistic and lazy than observationally equivalent private sector employees. A series of robustness checks show that these patterns are stronger among higher educated workers; that the sorting of altruistic people to the public sector takes place only within the caring industries; and that the difference in altruism is already present at the start of people’s career, while the difference in laziness is only present for employees with sufficiently long work experience.

scholarly journals The public sector wage premium and fiscal consolidation in Serbia

2017 ◽  
Vol 62 (215) ◽  
pp. 111-133 ◽  
Author(s):  
Marko Vladisavljevic
Keyword(s):  
Public Sector ◽  
Private Sector ◽  
Wage Inequality ◽  
Work Experience ◽  
Wage Premium ◽  
Fiscal Deficit ◽  
Fiscal Consolidation ◽  
The Public ◽  
Percentage Points ◽  
The Difference

Responding to a high fiscal deficit, the Serbian government introduced a set of fiscal consolidation measures at the beginning of 2015, including a 10% public sector wage cut. This paper analyses the difference in wages between the public and the private sector in Serbia and changes in the public sector wage premium after the measures were introduced. The results show that, similarly to many other countries, wages in the Serbian public sector are on average higher than in the private sector, partially due to the better labour market characteristics of public sector workers. The public sector wage premium was 17.4% in 2014 and was mainly driven by higher returns to education, work experience, and occupation in this sector. In 2015 the premium dropped by 6 percentage points due to a lessening of the difference in returns between the sectors. Therefore, in addition to reducing budget expenditures, fiscal consolidation in Serbia has reduced wage inequality between these sectors.

MPA Graduates and the Dilemma of Job Satisfaction: Does Crossing the Sector Line Make a Difference

1991 ◽  
Vol 20 (4) ◽  
pp. 449-455 ◽  
Author(s):  
Barrie E. Blunt ◽  
Kris Anne Spring
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Private Sector ◽  
Work Satisfaction ◽  
Federal State ◽  
Non Profit ◽  
The Public ◽  
Public Sector Employment ◽  
State Regional

This study examines levels of job satisfaction for MPA graduates employed in the public, private, and non-profit sectors. Findings are based on a survey and indicate that MPA graduates derive greater satisfaction with pay and promotion opportunities in the private sector than in the public or non-profit sectors. No significant differences were noted between the sectors with regard to work satisfaction or satisfaction with supervisor or co-workers. Further, no differences in levels of satisfaction were noted between four categories of public sector employment; federal, state, regional, or local.

The Effect of Public Sector Employment on the Earnings of White and African American Males: A Sample Selectivity Approach

1994 ◽  
Vol 23 (2) ◽  
pp. 113-120
Author(s):  
Michael Greene ◽  
Emily Hoffnar
Keyword(s):  
African American ◽  
Public Sector ◽  
Private Sector ◽  
Labor Force ◽  
Labor Force Participation ◽  
African American Males ◽  
Sample Selection ◽  
The Public ◽  
Public Sector Employment ◽  
White Males

This research note uses a sample selection model to measure the earnings premium (or penalty) to public sector employment. A model correcting for both labor force participation and sectoral choice is estimated for both white and African American males. Results indicate that African American males are no better off in the public than in the private sector. Moreover, white males employed in the public sector earn significantly less than their private sector counterparts.

scholarly journals Are Victorian elective surgery cases still converting from overnight to same day cases?

2005 ◽  
Vol 29 (2) ◽  
pp. 178
Author(s):  
Brian W T Hanning
Keyword(s):  
Public Sector ◽  
Private Sector ◽  
Conversion Rate ◽  
Elective Surgery ◽  
Capital Cost ◽  
Diagnosis Related Group ◽  
The Public ◽  
Related Group ◽  
The Difference ◽  
Two Sectors

The conversion rate on a diagnosis related group (DRG)-standardised basis of Victorian private overnight (ON) elective surgery cases to same day (SD) cases declined from 4.7% per annum over 1996?97 to 1998?996 to 2.5% per annum over 1998?99 to 2002?03. Similar analysis within the Victorian public sector shows a decline from 3.8% per annum over 1996?97 to 1998?996 to 1.9% over 1998?99 to 2002?03. Comparison on a DRG-standardised basis shows while the public sector continued to show a higher incidence of elective surgery SD cases than the private sector in 2002?03 (by 1.6%). The difference has declined since 1998?99 when it was 2.4%. DRG-based analysis suggests the conversion rate in both sectors and the difference in SD surgery cases between the two sectors will continue to decline. Future savings in recurrent and capital cost due to ON surgery cases becoming SD cases are likely to be much lower than savings in recent years.

Patronage and Public-Sector Wages in 1896

1999 ◽  
Vol 59 (2) ◽  
pp. 424-446 ◽  
Author(s):  
Werner Troesken
Keyword(s):  
New York ◽  
Public Sector ◽  
Private Sector ◽  
Working Conditions ◽  
Skilled Workers ◽  
The Public ◽  
Public Sector Employees ◽  
State And Local ◽  
Wage Premia

Few systematic studies of the effects of patronage on public-sector employees' wages and working conditions exist. Exploiting a sample of nearly 90,000 workers, this article provides systematic evidence: Where patronage was widespread, state and local employees earned 40 percent more per hour; worked 16 to 17 percent fewer hours; and earned 22 percent more per week than comparable private-sector workers. Public-sector wage premia varied; low-skilled workers, and workers in Baltimore and New York, enjoyed relatively large wage premia. Wages were less dispersed in the public sector than in the private, suggesting that pay scales reflected politics, not marginal products.

scholarly journals Awareness and Inclination towards Entrepreneurship among college students of Kashmir

2016 ◽  
Vol 3 (2) ◽  
Author(s):  
Shabir Majeed
Keyword(s):  
College Students ◽  
Public Sector ◽  
Private Sector ◽  
Political Instability ◽  
Entrepreneurial Education ◽  
Employment Opportunities ◽  
The Public ◽  
Public Sector Employment ◽  
Career Option ◽  
Structured Questionnaire

Kashmir region is a land locked area and the employment opportunities in the public sector are very limited. The private sector has not taken off due to the prevailing political instability. With limited public sector employment opportunities and troubled private sector, the sizable population of Kashmir population comprises of youth. Thereby, this paper intends to focus on youth’s awareness and willingness especially the college students to take up entrepreneurship. The study has used a structured questionnaire and observation to examine the awareness and willingness to take up entrepreneurship as career option. The questionnaire has been drafted to know the reasons of entrepreneurship awareness whether negative or positive. The results have shown up very little awareness among the college students which is largely due to the lack of entrepreneurial education, mindset of parents and individual desire of youth.

scholarly journals Positive Organizational Practices, Life Satisfaction, and Psychological Capital in the Public and Private Sectors

2022 ◽  
Vol 14 (1) ◽  
pp. 488
Author(s):  
Aiste Dirzyte ◽  
Aleksandras Patapas
Keyword(s):  
Life Satisfaction ◽  
Public Sector ◽  
Private Sector ◽  
Factor Structure ◽  
Psychological Capital ◽  
Satisfaction With Life Scale ◽  
Organizational Practices ◽  
Public And Private ◽  
The Public ◽  
Public Sector Employees

Public and private sector employees confronted stressful life circumstances that affected the world during the COVID-19 pandemic. Therefore, new knowledge on possible psychological and organizational resources is needed. This study aimed to explore positive organizational practices, psychological capital, and life satisfaction of employees in the public and private sectors. The survey applied the Satisfaction with Life Scale (SWLS), the Psychological Capital Questionnaire—PCQ-24, validated in the Lithuanian population (the Lith-PCQ-21), and the Positive Organizational Practices Questionnaire. The sample consisted of 582 employees, including 443 public sector and 139 private sector employees. The respondents’ mean age was 42.0981 years (SD = 13.23083). The CFA results confirmed the six-factor structure of positive organizational practices, χ2 = 270,884.785; Df = 406; CFI = 0.996; TLI = 0.996; NFI = 0.995; RMSEA = 0.074 [0.070–0.078]; SRMR = 0.043, the four-factor structure of psychological capital, χ2 = 32,780.109; Df = 190; CFI = 0.983; TLI = 0.980; NFI = 0.978; RMSEA = 0.082 [0.076–0.088]; SRMR = 0.067, and one factor structure of life satisfaction, χ2 = 10,588.246; Df = 10; CFI = 0.999; TLI = 0.999; NFI = 0.999; RMSEA = 0.022 [0.000–0.066]; SRMR = 0.014. The findings revealed that private sector employees demonstrated higher scores of dignity, support, care, forgiveness, and overall positive organizational practices than public sector employees. Private sector employees demonstrated higher optimism scores than public sector employees, and public sector employees demonstrated higher self-efficacy scores than private sector employees. Male employees demonstrated significantly higher scores on dignity, meaning, and forgiveness than females. Significant positive correlations were found between age and resilience, care and age, care and number of working years, care and number of working years in the current organization. Psychological capital mediated the link between positive organizational practices and life satisfaction. Positive organizational practices were linked to life satisfaction and psychological capital in both employees’ groups, but the features of links were distinctive in the public and private sectors. These results signify the importance of positive organizational practices and psychological capital for the life satisfaction of employees.

scholarly journals Stereotypical Views of Private Sector Employees about Public Sector Employees' Performance in Kingdom of Bahrain

2016 ◽  
Vol 12 (2) ◽  
pp. 127
Author(s):  
Amira Karam Eldin
Keyword(s):  
Public Sector ◽  
Private Sector ◽  
Negative Stereotypes ◽  
The Public ◽  
Public Sector Employees ◽  
Front Office ◽  
Customer Dissatisfaction ◽  
High Level ◽  
Open Question ◽  
General Society

The researcher observed a widely-held stereotype about the performance of the public-sector employees in general society discourse, and especially with private-sector employees. Public-sector employees are taken as individuals who settle at mediocre performance. This research aims to test these observations using hypothesis analysis. One questionnaire was distributed on a sample of private sector employees to survey their perceptions about public sector employees' performance. Another questionnaire was distributed on a sample of public sector employees to find whether they are aware of these stereotypical views, and whether this awareness causes frustration emotions. H1: private-sector employees have negative stereotypical views about public-sector employees’ performance H2: public sector employees know about the negative stereotypes held by private-sector employees about their performance H3: public sector employees experience emotions of frustration by the negative stereotypes held by private-sector employees about their performance Two self-administered questionnaires were designed, one for the private sector employees to survey their perceptions about the public sector employees' performance, and the other one for public sector employees to survey whether they are aware about these stereotypes, and whether this awareness produces emotions of frustration. The questionnaires included demographic questions, close-ended questions and one open question for remarks. The Likert scale was used for close-ended questions to seek the respondents' opinions on a list of statements. The results validated all hypotheses. Nonetheless, we found that the stereotypes are not deeply embedded. In essence, we argue that they represent a manifestation of customer dissatisfaction gained from private sector employees' experiences with public sector front offices. These findings highlight the importance of maintaining high level front-office services at the public sector as the disappointments are generalized to the organizations in whole and all their employees.

The Inter-Relationship between Administrative Law and Labour Law: Public Sector Employment Perspectives from South Africa

2017 ◽  
Vol 30 (2) ◽  
pp. 319-346
Author(s):  
Marius Olivier ◽  
Avinash Govindjee
Keyword(s):  
South Africa ◽  
Public Sector ◽  
Administrative Law ◽  
Employment Relationship ◽  
Labour Law ◽  
The Public ◽  
Administrative Action ◽  
Public Sector Employment ◽  
Public Sector Employees ◽  
Legal Position

The legal position of public sector employees who challenge employment decisions taken by the state or organs of state in its/their capacity as employer in South Africa has long been problematic. Even though at least four judgments by the Constitutional Court of South Africa have considered whether employment-related decisions in the public sector domain do or could amount to administrative action and whether administrative law and/or labour law should be applicable for purposes of dispute resolution, legal uncertainty remains the order of the day due to a combination of factors. The authors assess whether (and to what extent) the rich South African administrative-law jurisprudence remains of importance in relation to the public employment relationship, bearing in mind the applicable legal considerations, including the inter-relatedness, interdependence and indivisibility of the range of applicable fundamental constitutional rights. Considering the debate in other jurisdictions on this issue, the authors develop a paradigm for situating different employment-related disputes as matters to be decided on labour and/or administrative-law principles in South Africa. This requires an appreciation, to the extent relevant, of the unique nature public sector employment relationships and a detailed investigation of the applicable legal sources and precise parameters of the cases already decided in the country. The position of employees deliberately excluded from the scope of labour legislation is analysed, for example, as is the legal position of high-ranking public sector employees. The outcome of the investigation is important for determining the legal principles to be applied in cases involving public sector employees in their employment relationship, and for purposes of determining the question of jurisdiction. Recent cases, for example where the courts have permitted the state, as employer, to review its own disciplinary decision (via a state-appointed chairperson of a disciplinary hearing) on the basis that this amounts to administrative action which is reviewable, are also examined in the light of the uncertainty regarding the precise nature and scope of the review.

Analysis of Public Servants' Working in Municipality Administration Motivation Research

1970 ◽  
Vol 10 (1) ◽  
pp. 127-140
Author(s):  
Jolanta Palidauskaitė ◽  
Aušra Vaisvalavičiutė
Keyword(s):  
Public Sector ◽  
Private Sector ◽  
Public Service ◽  
Public Interest ◽  
Work Experience ◽  
Public Life ◽  
Public Servants ◽  
The Public ◽  
New Methods ◽  
Great Responsibility

The aim of the article is to reveal the results of research of Lithuanian public servants motivation, which was conducted in early 2010 as an integral part of public servants motivation research conducted in 12 countries. The results of the research revealed, that a larger part of respondents were minded to participate in public life, sympathized to others and were prepared to sacrifice for them and welfare of the society. Not all respondents were certain, that the main purpose of their activity was serving for the good of the society. Goodwill, sympathy, a wish to help needy people, aspiration for justice were not strange to respondents, but they were not ready to suffer individual losses for this. Younger respondents and those whose work experience in public service was short, were less ready to compassionate others or to sacrifice for them. Although new methods and means (absorbed form the private sector) are applied in the public sector, the great responsibility, the duty to care for welfare of all society and public interest cannot be forgotten. These factors must be taken into account in the processes of public servants training and their socialization at work place.http://dx.doi.org/10.5755/j01.ppaa.10.1.234

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