Careers in the Dutch civil service: a gender perspective

2009 ◽  
Vol 75 (3) ◽  
pp. 493-507 ◽  
Author(s):  
Sandra Groeneveld
Keyword(s):  
Gender Differences ◽  
Psychological Contract ◽  
Civil Service ◽  
Work Motivation ◽  
Civil Servants ◽  
The Public ◽  
Representation Of Women ◽  
Career Trajectories ◽  
Career Opportunities ◽  
The Impact

This article focuses upon gender differences in the satisfaction with career opportunities of civil servants in the Netherlands. Women have become better represented at all levels in the Dutch civil service in recent years, but they are still underrepresented in the higher level positions. Nevertheless, women are slightly more satisfied with their career opportunities than men are and they seem to be increasingly so. Their relatively positive evaluation of extrinsic aspects of their work situation is one of the explanations of this finding, as is their higher intrinsic work motivation compared to that of men. It is suggested that the career orientations and aspirations of women better fit the changing context of career formation in the Dutch civil service and the accompanying new psychological contract. Points for practitioners The Dutch civil service has set ambitious targets with respect to the representation of women at all levels in the service, but insight into the determinants of women’s careers in the public sector is still very scarce. The findings in this article show that there are gender differences in the weighting of intrinsic and extrinsic aspects of the work in evaluating one’s career opportunities. Besides, the article may assist human resource management practitioners in anticipating the impact of changing career trajectories on the career satisfaction of male and female civil servants.

Performance-related pay and work motivation: theoretical and empirical perspectives for the French civil service

2008 ◽  
Vol 74 (2) ◽  
pp. 325-339 ◽  
Author(s):  
Virginie Forest
Keyword(s):  
Intrinsic Motivation ◽  
Public Service ◽  
Civil Service ◽  
Work Motivation ◽  
The United States ◽  
Civil Servants ◽  
Negative Effects ◽  
Public Officials ◽  
Management Tools ◽  
The Public

At a time when the civil services of most OECD countries have embarked on a process of modernization of their practices, we are questioning the relevance of introducing performance-related pay systems, particularly in view of the, more often than not, negative effects on the work motivation of civil servants. The French civil service has recently decided to pay a part of its public officials on the basis of their performance, and we show how these individualized remuneration practices can, in the long term, undermine the public service motivations that drive some civil servants. Our reasoning is supported by the empirical results of studies conducted in the United States, in England and also in France, as well as on the developments of intrinsic motivation theories, combined with the developments of the public service motivation theory. Points for the practitioners Whereas the implementation of performance-related pay as an instrument of motivation has become widespread within the civil service, this article focuses on the difficulties inherent to these compensation practices. We underline in particular the negative effects of performance-related pay on the public service motivations of civil servants. As these specific motivations can be pushed aside, human resource management tools should be adopted that encourage the development of intrinsic motivation, such as task enlargement or enrichment or the implementation of participative management methods.

Administrative elites and the crisis: what lies ahead for the senior civil service in Greece?

2014 ◽  
Vol 80 (4) ◽  
pp. 709-725 ◽  
Author(s):  
Calliope Spanou
Keyword(s):  
Public Administration ◽  
Economic Crisis ◽  
Civil Service ◽  
Civil Service Reform ◽  
The Public ◽  
Administrative Elites ◽  
The Impact ◽  
The Relationship

The nature of the relationship between the public administration and politics and the subsequent role of the administration appear to be incompatible with the emergence of an administrative elite. After analysing the reasons for this incompatibility, the article explores the impact of the measures taken in the wake of the economic crisis on the civil service and its reform, and also the prospects for the development of a senior civil service. The key, and also the challenge, to any change in this direction remains the rebalancing of the relationship between the public administration and politics. Points for practitioners What might interest practitioners is the issue of the conditions of effectiveness of civil service reform in times of economic crisis and significant pressure.

scholarly journals The Influence Of Work’s Motivation And Compensation Effects Towards Employee’s Satisfaction, And The Impact On The Work Performance At State Employees Civil Sub Company, Kebun Jeruk, West Jakarta

2012 ◽  
Vol 5 (1) ◽  
Author(s):  
Susan Novita Rotua Situmorang ◽  
Haryadi Sarjono
Keyword(s):  
Job Satisfaction ◽  
Significant Influence ◽  
Structural Equation ◽  
Work Performance ◽  
Work Motivation ◽  
Pearson Correlation ◽  
Research Work ◽  
Civil Servants ◽  
State Employees ◽  
The Impact

Success in realizing the objectives company relies heavily on existing human resources in organizations in such company. To realize the objectives of the company, the company must consider factors that affect the performance of Civil Servants Work Motivation among others factors, Compensation, and Job Satisfaction. With the achievement of expected performance of Civil Servants Kebon Jeruk District Company can achieve its objectives. Kind research used is descriptive method, Pearson Correlation and Path Analysis is useful to know the response of employees on Work Motivation, Compensation for Job Satisfaction and Their Impacts on Civil Service Performance Kebon Jeruk District Company District Company where the employee population of 60 respondents. Provided the results of a calculation of the structural equation, Y = 0.579 X1 + 0.325 X2 + 0.644 ε1, where R2 = 0.585, sub-structure structural equation 2 ie, Z = 0.191 X1 + 0.239 X2 + 0.618 Y + 0.402 ε2 where R2 = 0.838 Conclusions and Recommendations of this research work motivation (X1) and Compensation (X2) jointly have a significant influence on job satisfaction (Y) equal to 58.8%. Work motivation (X1), Compensation (X2), and Job Satisfaction (Y) jointly have a significant influence on the performance of Civil Servants (Z) equal to 83.8%.

The effect of job insecurity on quitting intentions and service recovery performance

2019 ◽  
Vol 28 (2) ◽  
pp. 12-14
Keyword(s):  
Psychological Contract ◽  
Job Insecurity ◽  
Service Recovery ◽  
Mediating Effect ◽  
Full Time ◽  
Content Type ◽  
Career Opportunities ◽  
Service Recovery Performance ◽  
Recovery Performance ◽  
The Impact

Purpose The purpose of this study is to examine the impact of JIS on quitting intentions and service recovery performance (SRP) with JE as a mediating factor. Design/methodology/approach Data was gathered from 313 full time FHEs working in four and five star hotels in Iran. Questionnaires on JIS, JE, and quitting intentions were given in three waves to the FHEs over a two-week period and in addition supervisors provided a rating of SRP. Findings The findings support the mediating effect of JE with JIS related to the outcomes indirectly through JE. The greater the level of JIS the lower the JE of FHEs. The greater the level of JE the lower the quitting intentions and the higher the SRP of FHE’s. JE completely mediates the impact of JIS on quitting intentions and SRP. Practical implications Organizations should put steps in to retain key workers through adherence to the psychological contract, reduce the impact of JIS through providing clear information on career opportunities and progression, invest in high quality training to improve SRP and hire a workforce from the local communities to increase off-the job JE Originality/value This paper has contributed to an area where research is scarce with regard to how JIS can be reduced and the structure that links it to employee outcomes.

scholarly journals Reducing Corruption through Enhancing Public Service Ethics in Bangladesh

2015 ◽  
Vol 4 (1) ◽  
pp. 1 ◽  
Author(s):  
Fakhrul Islam ◽  
Anindyta Deb Ananya
Keyword(s):  
Public Service ◽  
Civil Service ◽  
Civil Servants ◽  
Ethical Code ◽  
Survey Method ◽  
Government Officials ◽  
Social Survey ◽  
The Public ◽  
Government Organizations ◽  
People’S Perception

Corruption exists within and between government organizations as the form of bribing, swindling, favoritism and many other forms which destroys the public morale. It spreads its greedy clutches all over the country; Government officials are engaged in corruption for greed for power, selfishness, wealth and money. This paper is an attempt to identify the forms of corruption in civil service and how ethical code of behavior to reduce the level of malfunctions. Social survey method has been followed for this study where the factor has been explained to know the perception of general people. The study finds that lack of accountability and transparency, dishonesty, nepotism and favoritism are also responsible for corruption and made suggestions to combat corruption in Bangladesh based on the perception of civil servants and the general people.Keywords: corruption, public service, ethics, people’s perception

The Impact of Differentiation and Differential on Hong Kong's Career Public Service

2003 ◽  
Vol 69 (2) ◽  
pp. 219-233
Author(s):  
Brian Brewer
Keyword(s):  
Hong Kong ◽  
Public Administration ◽  
Public Service ◽  
Civil Service ◽  
The Public ◽  
Documentary Sources ◽  
One Country Two Systems ◽  
The One ◽  
Career Employment ◽  
The Impact

The public administration principles characteristic of many Commonwealth countries served as the foundations for building the Hong Kong civil service. These have continued to operate in line with the `one country two systems' concept under which Hong Kong has been administered, since 1997, as a Special Administrative Region (SAR) of China. Career employment, hierarchy and public service values combined to provide an overarching unity to a system that nevertheless has developed considerable differentiation over time. This article examines the developments that are currently modifying Hong Kong's public sector. The discussion draws on documentary sources and a recently completed qualitative study on the experiences and perspectives of senior Hong Kong managers working in a dozen government departments and agencies. The discussion addresses questions about whether greater differentiation across government departments, in combination with increasing differential within these organizations, will ultimately bring about the demise of the traditional civil service system.

Administrative elites in the Netherlands from 1980 to 2011: making the invisible visible

2014 ◽  
Vol 80 (4) ◽  
pp. 726-745 ◽  
Author(s):  
Jos Raadschelders ◽  
Frits M. Van der Meer
Keyword(s):  
Public Management ◽  
New Public Management ◽  
Civil Service ◽  
Central Government ◽  
Service Level ◽  
Civil Servants ◽  
The Public ◽  
Management Group ◽  
New Public ◽  
Administrative Elites

The Dutch top civil service level has seldom been described in ‘elitist’ terms; befitting a country with a strong egalitarian social culture. Though formally open to outside recruitment, in practice the (top) civil service in central government is a rather closed system. There is relatively little occupational mobility between these civil servants and political officeholders, and virtually none between the public and the private sectors. However, some initiatives have recently been taken to improve this external mobility. New Public Management has had little impact upon the structure and functioning of the Dutch administrative elites. More important for the positioning and functioning of these civil servants has been the creation of the Senior Executive Service, and, within the SES, the top management group. By creating this career system at the very top of the civil service at the central level, the elite nature of the top civil servants has been reinforced. Points for practitioners The structure and functioning of the Dutch civil service has not been influenced by New Public Management (NPM). The rotation of positions at the top, through the Senior Public Service, is mainly inspired by the effort to decrease the compartmentalization of government departments. What has changed is the environment in which higher civil servants work, with Parliament, media and citizens demanding fast and tangible results.

scholarly journals Perception of civil servants regarding the professional performance assessment process in the Republic of Moldova

2021 ◽  
pp. 148-158
Author(s):  
Ana Varzari ◽  
Keyword(s):  
Performance Evaluation ◽  
Public Administration ◽  
Empirical Research ◽  
Civil Servants ◽  
Assessment Process ◽  
Sociological Research ◽  
The Public ◽  
Republic Of Moldova ◽  
The Republic ◽  
The Impact

This article includes an empirical research of the process of evaluating the performance in the public service of the Republic of Moldova, in the perception of civil servants. The importance of the quality of human resources and personnel policy in the public administration and the role of performance evaluation in order to streamline public administration were highlighted. In order to have a better understanding of the impact of performance appraisal of civil servants on the administration process in the Republic of Moldova, a study was conducted by collecting empirical data. Empirical research illustrates the state of affairs in this segment of the competitive labor market. The application of sociological research methods, techniques, procedures and tools provided the opportunity to study the perception of civil servants on the performance evaluation process in the Republic of Moldova.

scholarly journals ANALYSIS AND DIRECTIONS FOR IMPROVING THE SYSTEM OF INCENTIVES FOR EMPLOYEES IN THE CIVIL SERVICE

2021 ◽  
Vol 9 (2) ◽  
pp. 49-61
Author(s):  
Elena Ivanova ◽  
Elena Kolesnichenko
Keyword(s):  
Public Administration ◽  
Civil Service ◽  
Objective Assessment ◽  
Civil Servants ◽  
Equal Opportunities ◽  
Actual Problem ◽  
The Public ◽  
Regional Administration ◽  
Effective Use ◽  
Combination Of Material

The article examines the actual problem of stimulating the work of civil servants. The authors analyzed the theoretical aspects of motivation and stimulation and concluded that the interpretations of the concepts of motivation and stimulation have significant differences, and the emphasis should be on the combination of material and non-material tools. The analysis of the motivation system for civil servants was carried out on the basis of materials from one of the departments of the regional administration. It was revealed that for certain structural divisions of the civil service, an outflow of personnel is characteristic, and the main reasons are: dissatisfaction with the level of material support; discrepancy between the level of wages and the costs of individual resources for the implementation of labor activities; lack of recognition of their merits. The authors analyzed the content of tangible and intangible instruments in the public administration system and concluded that the main principles of intangible incentives for civil servants should be: justice, equal opportunities, objectivity, consistency, transparency, awareness. Recommendations on the effective use of the system of non-material incentives are offered: ways of non-material incentives for an employee should be tangible; carry out only an objective assessment of the results of activities; the criteria should be made clear, transparent and easily verifiable; the indicators, in accordance with the achievement of which the incentive is carried out, must be achievable; control at all stages of measures for non-material incentives for employees.

scholarly journals PENGARUH KUALITAS SUMBER DAYA MANUSIA DAN MOTIVASI KERJA TERHADAP KINERJA PEGAWAI DAN DAMPAKNYA TERHADAP EFEKTIFITAS ORGANISASI PADA BAGIAN KESEJAHTERAAN RAKYAT SEKRETARIAT DAERAH KABUPATEN KARAWANG

BUANA ILMU ◽  
2018 ◽  
Vol 2 (1) ◽  
Author(s):  
Yeni Maryani
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Organizational Effectiveness ◽  
Work Motivation ◽  
Employee Performance ◽  
The Public ◽  
Result Show ◽  
The Impact ◽  
Motivation To Work

ABSTRACT Influence of the quality of Human Resource and motivation to work the Performance of employees and the Impact on the effectiveness of the organization of the people’s welfare regional secretariat District Karawang. the Purpose of this study to obtain empirical evidence and found the clarity of the phenomenon and conclusions about the influence of Quality of Human Resources and Work Motivation Against Employee Performance and Its Impact on Organizational Effectiveness in the Public Welfare Section Karawang District Secretariat. Basedon data analysis, it indicates regression equation Z = 0,35 X1 + 0,62 X2 + 0,889 Y + ԑ1 + ԑ2. The result show that the quality of human resource, motivation to work and the performance of employees perform positive and significant effect on effectiveness of the organization. Determination test indicates that the value of adjusted R square is 0,79 which means that 79%quality of human resource and motivation to work. Meanwhile, 21,1% is affected by other variables which are not investigated in this research Keywords : Quality of Human Resources, Motivation, employee performance and organizational effectiveness

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