scholarly journals Job Satisfaction and Self-Selection into the Public or Private Sector: Evidence from a Natural Experiment

2013 ◽  
Author(s):  
Natalia Danzer
Keyword(s):  
Job Satisfaction ◽  
Private Sector ◽  
Natural Experiment ◽  
The Public ◽  
Self Selection

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.

scholarly journals Job satisfaction of public and private primary care physicians in Malaysia: analysis of findings from QUALICO-PC

2019 ◽  
Vol 17 (1) ◽  
Author(s):  
N. Ab Rahman ◽  
M. Husin ◽  
K. Dahian ◽  
K. Mohamad Noh ◽  
R. Atun ◽  
...  
Keyword(s):  
Primary Care ◽  
Job Satisfaction ◽  
Logistic Regression ◽  
Regression Analysis ◽  
Private Sector ◽  
Logistic Regression Analysis ◽  
Primary Care Physicians ◽  
Public And Private ◽  
The Public ◽  
Primary Care Clinics

Abstract Background Job satisfaction of doctors is an important factor determining quality and performance of a health system. The aim of this study was to assess job satisfaction among doctors of the public and private primary care clinics in Malaysia and evaluate factors that could influence the job satisfaction rating. Methods This study was part of the Quality and Costs of Primary Care (QUALICOPC) Malaysia, a cross-sectional survey conducted between August 2015 and June 2016 in Malaysia. Data was collected from doctors recruited from public and private primary care clinics using a standardised questionnaire. Comparisons were made between doctors working in public and private clinics, and logistic regression analysis was used to determine factors influencing the likelihood of job satisfaction outcomes. Results A total of 221 doctors from the public and 239 doctors from the private sector completed the questionnaire. Compared to private doctors, a higher proportion of public doctors felt they were being overloaded with the administrative task (59.7% vs 36.0%) and part of the work does not make sense (33.9% vs 18.4%). Only 62.9% of public doctors felt that there was a good balance between effort and reward while a significantly higher proportion (85.8%) of private doctors reported the same. Over 80% of doctors in both sectors indicated continued interest in their job and agreed that being a doctor is a well-respected job. Logistic regression analysis showed public-private sector and practice location (urban-rural) to be significantly associated with work satisfaction outcomes. Conclusion A higher proportion of public doctors experienced pressure from administrative tasks and felt that part of their work does not make sense than their colleague in the private sector. At the same time, the majority of private doctors reported positive outcome on effort-and-reward balance compared to only one third of public doctors. The finding suggests that decreasing administrative workload and enhancing work-based supports might be the most effective ways to improve job satisfaction of primary care doctors because these are some of the main aspects of the job that doctors, especially in public clinics, are most unhappy with.

Job Satisfaction Measurement in the Public and Private Sectors: The Case of Erbil in North Iraq

2018 ◽  
Vol 9 (03) ◽  
pp. 20639-20646
Author(s):  
Hazhar Bahram Mahmood
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Private Sector ◽  
Political Crisis ◽  
Public And Private ◽  
The Public ◽  
The North ◽  
Good Shape ◽  
Satisfaction Measurement ◽  
The Government

This paper is focused on an overview of Job satisfaction Measurement in both the Public and Private Sectors, most specifically in Erbil, the North of Iraq. The private sector is making huge progress in its recruitment policies to get the right people hired and give them better working conditions. This has relatively increased job performance in the private sector. Although there has been an economic slowdown in Iraq caused by political crisis, the level of job satisfaction in the private sector has increased followed by an increase in job performance in the private sector. The private sector in North of Iraq is profitable, making financial gains and great investment and the government of North of Iraq have high expectations that in the years to come, investment in the private sector will yield more profits and enormously contribute to booming the economy of North of Iraq. The private sector continues making the workplaces more comfortable to push up job satisfaction and job performance from below and the government of North of Iraq is eager to make the investment environment in North of Iraq more conducive. The most important people in every company are the employees. They are important because they play the important roles in given the company a good shape and helping the company to maintain its shape. This means that management of companies has the express duty to keep employees working on their job and even to influence the employees in many ways to remain with the company. If management succeeds to keep employees steadily on the job, it means that employees have been greatly satisfied. To be a satisfied employee, shows that a company’s policies and practices on satisfaction are well upheld. This mean that job satisfaction which is a widely used concept in the process of company’s management and operation is well handled. Job satisfaction element can be well handled but the degree to which it is handled matters more and this greatly determines the retention of every employee. If the degree of handling job satisfaction is high, this will obviously attract and keep employees on the job. But if the degree is low, employees will tend to leave the job.  This explains why in measuring job satisfaction, companies should strive to achieve high degree of job satisfaction.

Exploring Under-Representation of Young Emirati Adults in the UAE Private Sector by Examining Emirati Job Satisfaction

2015 ◽  
Author(s):  
Georgia Daleure ◽  
Zain Al Shareef
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Private Sector ◽  
Online Survey ◽  
Youth Unemployment ◽  
Family Responsibilities ◽  
The Public ◽  
Rating Factor ◽  
Employment Sectors ◽  
The Military

This study examined Emirati job satisfaction using an online survey to understand Emirati under-employment in the private sector. To date, double-digit Emirati youth unemployment has plagued the UAE even though it is a regional economic leader whose private sector has the potential to create tens of thousands of new jobs each year. The saturated public sector is so vastly preferred by Emiratis that many of them avoid working in the private sector despite abundant opportunities there, even when prolonged unemployment is a consequence. More than 1,000 employed Emirati participants rated 14 job satisfaction criteria using an online survey. Data were analyzed using correlation and regression analysis, and mean tables were constructed to examine mean ratings of satisfaction criteria among demographic factors including employment sectors. The study found that job satisfaction was higher in the public and semi- government sectors than in the private sector for factors relating to compensation, culturally friendly working conditions, and flexibility to study and/or take care of family responsibilities. Only one rating factor—opportunities for advancement—was significantly higher in the private sector than in the public or semi-government sectors. Overall job satisfaction was high even in dangerous and physically demanding public sector jobs, such as those related to off-shore oil rigs, the military, and the police. لقد قامت هذه الدراسة بدراسة الرضا الوظيفي الإماراتي عن طريق إستخدام إستبيان إلكتروني لفهم أسباب نقص العمالة الإماراتية في القطاع الخاص

scholarly journals Sustaining Honesty in Public Service: The Role of Selection

2019 ◽  
Vol 11 (4) ◽  
pp. 96-123 ◽  
Author(s):  
Sebastian Barfort ◽  
Nikolaj A. Harmon ◽  
Frederik Hjorth ◽  
Asmus Leth Olsen
Keyword(s):  
Public Sector ◽  
Private Sector ◽  
Public Service ◽  
Survey Experiment ◽  
The Public ◽  
Self Selection ◽  
Selection Pattern ◽  
Selection Of

We study the role of self-selection into public service in sustaining honesty in the public sector. Focusing on the world’s least corrupt country, Denmark, we use a survey experiment to document strong self-selection of more honest individuals into public service. This result differs sharply from existing findings from more corrupt settings. Differences in pro-social versus pecuniary motivation appear central to the observed selection pattern. Dishonest individuals are more pecuniarily motivated and self-select out of public service into higher-paying private sector jobs. Accordingly, we find that increasing public sector wages would attract more dishonest candidates to public service in Denmark. (JEL D73, H83, J31, J45)

ETIKA PENGGUNAAN KOMPUTER DI TEMPAT KERJA (STUDI KASUS DI INDONESIA)

2016 ◽  
Vol 4 (3) ◽  
Author(s):  
Dety Nurfadilah
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Private Sector ◽  
Research Design ◽  
Religious Belief ◽  
Computer Use ◽  
Personal Characteristics ◽  
Computer Usage ◽  
Structured Interviews ◽  
The Public

This research seeks to understand the employee's perception as well as to investigate personal characteristics which can influence the employee's attitude towards computer use ethics at the workplace. The personal characteristics that are being discussed here are gender, job satisfaction, religious belief and position in the organization. The research design involved the collection of in-depth and semi-structured interviews from six people in the private sector and four people in the public sector. From the total of 10 respondents, there were five males and five females. The result found that computer use ethics is important in the organization modern and must be addressed by employers tactfully. Respondents also agreed that position in organization and religious belief have the biggest impact in guiding and influence employees towards ethical computer usage at work.

Job satisfaction among senior managers and employees

2018 ◽  
Vol 31 (2) ◽  
pp. 410-425
Author(s):  
Jose Manuel Lasierra
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Private Sector ◽  
Public Employees ◽  
Senior Managers ◽  
Content Type ◽  
The Public ◽  
Public Managers ◽  
Public Sector Managers ◽  
Private Management

Purpose Using selected personal and job-related variables, the purpose of this paper is to analyse job satisfaction among public sector senior managers and employees and then compare both cohorts with private-sector managers and employees. Design/methodology/approach The authors apply a General Linear Univariate Model with interactions that allows us to detect the influence of the independent variables based on the baseline reference value. Findings Results indicate that public employees differ considerably from employees in the private sector, while public sector managers’ behaviour and preferences are very similar to those of private-sector managers. Research limitations/implications One main conclusion is that the management function of senior managers is basically the same, whether they are in the public or private sectors, and, thus, private management techniques, such as new public management (NPM), can be applied to the public sector. The main shortcoming of the study is that a qualitative analysis does not allow us to observe the impact of ethical aspects that could guide value-oriented management. Practical implications Difficulties in management by public-sector managers may arise from public employees’ perceptions regarding the application of private management practices. Social implications High job-satisfaction ratings by public managers may indicate that, in spite of their lower wages compared to the private sector, there is no reason to conclude that a suboptimal staffing of public managers might occur that would jeopardise public services. Originality/value The authors are unaware of precedents that analyse differences between the public and private sectors in comparing employees and senior managers. Uniquely, the authors use a very large sample to draw conclusions. This paper can guide public senior managers who work in public administration.

scholarly journals Sector Differences in the Public Service Motivation–Job Satisfaction Relationship: Exploring the Role of Organizational Characteristics

2016 ◽  
Vol 38 (1) ◽  
pp. 24-48 ◽  
Author(s):  
Anne Mette Kjeldsen ◽  
Jesper Rosenberg Hansen
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Private Sector ◽  
Public Service ◽  
Organizational Characteristics ◽  
Organizational Goal ◽  
The Public ◽  
Red Tape ◽  
Goal Specificity ◽  
Satisfaction Relationship

Public service motivation (PSM) has a documented, positive effect on job satisfaction—especially in the public sector. However, organizational characteristics such as red tape, hierarchical authority, and the absence of organizational goal specificity, which are often more present in public sector organizations, may have negative influences on the PSM–job satisfaction relationship. This study explores the impact of these organizational characteristics on sector differences in the PSM–job satisfaction relationship in a “hard case” setting. Using survey data with low-level, white-collar employees, we confirm a positive PSM–job satisfaction association in the public sector compared with the private sector, where we see a negative association. Furthermore, perceived red tape and the absence of organizational goal specificity have negative influences on job satisfaction; nevertheless, sector differences remain in the PSM–job satisfaction relationship when controlled for these organizational characteristics. This suggests that public or private sector status is more important for the PSM–job satisfaction relationship than other organizational characteristics.

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