scholarly journals Prevalence of Work Stress among Private and Public Sector Employees in Delhi: A Differential Study

2013 ◽  
Vol 1 (1) ◽  
Author(s):  
Jayeeta Biswas ◽  
Subodh Kumar
Keyword(s):  
Mental Health ◽  
Public Sector ◽  
Private Sector ◽  
Occupational Stress ◽  
Work Stress ◽  
Categorical Variables ◽  
Demographic Information ◽  
Public Sector Employees ◽  
Private And Public ◽  
High Level

Background: Stress is a term which is entangled with every stage of our lives — whether it is our workplace or our personal life. For the workplace, it may be the pressure to fulfill daily targets, deadline, must do project which arrives without warning, shared assignment or anything else which can generate stress. Lack of promotion, training and support from superiors lead to stress which in turn leads to higher rates of absenteeism, low productivity, low quality of product, customer dissatisfaction etc. Physical and mental health of an individual as well as organization’s effectiveness can have the effect of work stress. Hence, the current study aimed to assess the prevalence of one of the mental health issues, i.e., stress, among private and public sector employees in Delhi, India. Methods: Purposive sampling technique was used to collect data from the private (n=30) and public sector employees (n=30). The level of stress was measured using Occupational Stress Index Scale (OSI Scale) questionnaire and demographic information sheet was used to collect various demographic information which includes age, gender, type of family, marital status, duration of service, salary, type of employment, educational qualification etc. Data was analyzed using SPSS (version 20.0) software. The chi-square test was used to find the relationship between categorical variables, pearson correlation coefficient was used to find the correlation between continuous variables according to distribution of the data. A p value less than 0.05 was considered as statistically significant. Results: The mean age of the participants was 38.62 (SD=8.79) years. According to OSI Scale, 13.3% employees (including both sectors) had low level of stress, 75% had moderate level of stress and 11.7% had high level of stress. Further, private sector employees had more work stress than the public sector employees. The results also indicate that Role Overload, Role Ambiguity, Role Conflict, Poor Participation, Powerlessness, Intrinsic Improvement, Low Status and Strenuous Working Condition had a significant relationship with the sector of employment. Conclusion: It was found that high level of stress was prevalent among employees in both the sectors — public and private. However, private sector employees were exposed to more professional stressors, which in turn created more occupational stress for them. It would be prudential for employers to initiate some training programmes related to physical and mental well-being, which can help enhance performance of employees and improve overall productivity of the organisation.

scholarly journals Student Career Management – Private and Public Sector Involvement

2015 ◽  
Vol 1 (1) ◽  
pp. 135-143
Author(s):  
Alina-Mihaela Fagateanu ◽  
Sergiu Ştefan Nicolaescu ◽  
Claudiu Vasile Kifor ◽  
Silvia Mărginean
Keyword(s):  
Public Sector ◽  
Private Sector ◽  
Positive Influence ◽  
Career Management ◽  
Positive Trend ◽  
Education Levels ◽  
Private And Public ◽  
Management Project ◽  
The Government ◽  
High Level

AbstractThe need of high level prepared students into the private sector is continuously increasing because of the raised innovation level requested by market. In this case study, experts were involved from the private sector in collaboration with the academic sector for a career management project initiated for students; the monitored KPIs had a positive trend.The purpose of the paper is to analyze and show the results of a project with big impact on the education of students from Romania and on the collaboration between the private and public sector. A model of career management is proposed, in which the knowledge is mobilized into a spiral of education levels with influence from the public sector, the private sector and the government. The positive influence of private sector it is highlighted and it is advised to introduce the management of career into student’s education.

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.

scholarly journals Job Satisfaction: A Comparative Analysis of Private and Public Sector Teachers of District West Bengal, India

2016 ◽  
Vol 3 (3) ◽  
Author(s):  
Priyankar Singha ◽  
Dr. Souvik Raychaudhuri
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Private Sector ◽  
West Bengal ◽  
Interpersonal Relationship ◽  
Job Experience ◽  
Educational Institute ◽  
Public Sector Employees ◽  
Private And Public

Teachers are building block of a nation. Teacher’s role is very crucial in the growth of a country so that there is need to assess for improvement of their skills. The present study deals with job satisfaction among the teachers of private and public sector educational institute of west Bengal. Attempts were also made to assess their level of happiness and quality of inter personal relationship. The sample size was 100 divided into 2 groups i.e., private sector and public sector teacher. Each group was consisted respondents age ranging between 25-50 years and having minimum 2 years of job experience and each group was further divided into two sub groups i.e. male (n=25) and female (n=25). The data were collected from teaching employees of several private and public educational institutes (higher secondary schools, colleges, universities) of west Bengal. It reveals that public sector employees were found to be more satisfied than the private sector employees in their job and the similar result was also revealed for level of happiness and quality of interpersonal relationship. Furthermore, significant correlation has been found between job satisfaction and level of happiness and between job satisfaction and interpersonal relationship among the teachers of private and public sector institutes of west Bengal.

scholarly journals Absenteeism in the Public and the Private Sector: Does the Public Sector Attract High Absence Employees?

2019 ◽  
Vol 30 (1) ◽  
pp. 60-76 ◽  
Author(s):  
Arne Mastekaasa
Keyword(s):  
Public Sector ◽  
Private Sector ◽  
Short Term ◽  
The Public ◽  
Employment Conditions ◽  
Public Sector Employees ◽  
Main Driver ◽  
High Level ◽  
Two Sectors

Abstract Evidence from many countries shows that public sector employees have considerably higher rates of absenteeism than have private sector employees. Based on regression analyses of a large probability sample of the Norwegian population, this article shows that most of the sector difference in long-term absence can be accounted for by taking into consideration the sociodemographic characteristics of the workforce and the occupational composition in the two sectors. A clear sector difference in short-term absenteeism cannot be accounted for in this way. A direct effect of the working or employment conditions in the two sectors is also not a likely explanation, since workers who switch between the sectors are not more absent when they are in the public than when they are in the private sector. Thus, the high level of short-term absenteeism in the public sector seems to be due to a selection of absence-prone individuals to the sector. Since motivational factors are likely to be relatively more important for short-term than for long-term, these findings indicate that lower work attendance motivation in public sector employees may be the main driver. These patterns are consistent with an economic explanation in which people with low attendance motivation select to the public sector, since the work attendance incentives are weaker there. The degree to which the results are compatible with the theory public service motivation is also discussed.

scholarly journals PRACTICE OF ERGONOMICS AMONG THE BANKERS OF PRIVATE AND PUBLIC SECTOR BANKS

2012 ◽  
Vol 1 (2) ◽  
pp. 28-32
Author(s):  
Mahmooda Naqvi ◽  
Muhammad Shahid ◽  
Ghazala Noor Nizami ◽  
Sania Hassan Ali
Keyword(s):  
Public Sector ◽  
Private Sector ◽  
Sampling Technique ◽  
Categorical Variables ◽  
P Value ◽  
Cross Sectional ◽  
Mean Values ◽  
The Public ◽  
Significant Difference ◽  
Private And Public

OBJECTIVE To compare the knowledge and practice of ergonomics among bankers of private and public sector. METHOD A cross-sectional study was conducted on bankers of Karachi over a period of 6 months. 200 participants were recruited from one of the reputed public sector bank of Karachi for the observational study. Another group of 200 members was taken from different private banks of Karachi. Convenience, sampling technique was chosen for data collection by using self-administered Questionnaire. Data entry was done on SPSS Version 20. Mean is calculated by using One sample T-test and considered significant at p value <0.05. In addition, the frequencies and percentages were taken as descriptive statistics for categorical variables. RESULTS The workshop on ergonomics revealed statistically significant difference between the mean values 1.82, (p =0.00) and 1.95 (p=0.06) in the private and public sector bankers respectively. In addition, the means of back care were also calculated between the two sectors; showing higher mean values (1.83,) among the public sector bankers as compared to the private sector bankers (1.72, p=0.00). CONCLUSION` Our result shows that private sector bankers are more vigilant about their health and posture as compared to the public sector. The above result appears to be useful indicators of determining the risk of musculoskeletal problems among bankers.

Transitions from career employment among public- and private-sector workers

2019 ◽  
Vol 18 (04) ◽  
pp. 529-548 ◽  
Author(s):  
Joseph F. Quinn ◽  
Kevin E. Cahill ◽  
Michael D. Giandrea
Keyword(s):  
Public Sector ◽  
Private Sector ◽  
Pension Plans ◽  
Full Time ◽  
Defined Benefit ◽  
Defined Contribution ◽  
Private And Public ◽  
Public And Private Sector ◽  
Career Employment ◽  
Public Sector Workers

AbstractDo the retirement patterns of public-sector workers differ from those in the private sector? The latter typically face a retirement landscape with exposure to market uncertainties through defined-contribution pension plans and private saving. Public-sector workers, in contrast, are often covered by defined-benefit pension plans that encourage retirement at relatively young ages and offer financial security at older ages. We examine how private- and public-sector workers transition from full-time career employment, with a focus on the importance of gradual retirement. To our surprise, we find that the prevalence of continued work after career employment, predominantly on bridge jobs with new employers, is very similar in the two sectors, a result with important implications in a rapidly aging society.

Managers’ perceptions of mental illness in Barbadian workplaces: an exploratory study

2017 ◽  
Vol 12 (3) ◽  
pp. 161-172 ◽  
Author(s):  
Dwayne Devonish
Keyword(s):  
Mental Health ◽  
Mental Illness ◽  
Public Sector ◽  
Small Sample ◽  
Content Type ◽  
Mental Health And Illness ◽  
Health And Illness ◽  
Private And Public ◽  
The Caribbean ◽  
Public Sector Managers

Purpose The purpose of this paper is to examine the perceptions of private and public sector managers in Barbados regarding the concepts of mental health and illness at work. It also explored their interactions and experiences with persons with mental illness at work and various forms of support and resources needed to improve the overall management of these persons within the organisational setting. Design/methodology/approach This qualitative study used an exploratory research design based on two focus groups of private and public sector managers. Findings The findings revealed that both private and public sector managers understood the distinction between the concepts of mental health and mental illness. However, managers believed that high levels of stigma and discrimination exist in both private and public sector workplaces due to a lack of understanding of mental illness, cultural norms, and socialisation in Barbados regarding mental illness and negative stereotypes. However, workplace education and promotion, associated workplace policies, and employee assistance programmes (EAPs) were identified as key strategies for effectively addressing issues of mental health stigma and the management of persons with mental illness at work. Research limitations/implications Due to the qualitative approach used and small sample selected based on non-probability sampling, generalising the findings to larger populations is heavily cautioned. Practical implications Organisations in both private and public sectors should emphasise workplace mental health interventions such as mental health education and awareness, the development and implementation of supportive and flexible policies, and EAPs. These strategies are likely to help destigmatisation efforts and enhance managers’ understanding of mental health and the management of persons with mental illness. Originality/value This study provided a rich and in-depth understanding of mental health and illness from the perspective of private and public sector managers in a small developing country in the Caribbean. The Caribbean region possesses a dearth of empirical research concerning issues of mental health and illness at work.

scholarly journals Harnessing Sustainable Motivation: A Grounded Theory Exploration of Public Service Motivation in Local Governments of the State of Oregon, United States

2019 ◽  
Vol 11 (11) ◽  
pp. 3105 ◽  
Author(s):  
Sajjad Haider ◽  
Guoxian Bao ◽  
Gary L. Larsen ◽  
Muhammad Umar Draz
Keyword(s):  
United States ◽  
Grounded Theory ◽  
Public Sector ◽  
Local Government ◽  
Private Sector ◽  
Public Service ◽  
Public Service Motivation ◽  
The State ◽  
Government Employees ◽  
Public Sector Employees

Employee motivation has always been a matter of concern for both public and private sector organizations. Since the industrial revolution in the late 18th century, organizations have struggled to foster workforce motivation and morale to enhance productivity. While a plethora of literature focuses on private sector motivation research, public sector organizations receive only modest scholarly attention. However, a new concept has emerged in public management literature during the late 1980s and 1990s, later known as public service motivation (PSM). The debate about PSM is premised on the notion that the motivation of public sector employees is quite different from their private sector counterparts because of their orientation to public service. Perry and Wise (1990) expressed this concept in the theory of PSM. Subsequently, a growing stream of scholarship has emerged which explores the many aspects of antecedents and outcomes related to PSM. However, questions remain about how to best keep the motivation of public sector employees sustainably high, and about what factors embolden or enervate the motivation and morale of public sector employees. This study focuses on the sustainable work motivation of local government employees. Its arguments and discussions draw from PSM theory, total quality management (TQM) principles, and inspiration from Sustainable Development Goals (SDGs). This study examines and attempts to uncover the career trajectories of local government employees in the State of Oregon, United States, through a rigorous grounded theory method (GTM) of inquiry. The study reveals a number of factors that facilitate and/or inhibit employees’ PSM. We expect the findings to be useful for both practitioners and government human resource policymakers in understanding the subtlety and vicissitudes of public sector employee careers and motivations.

scholarly journals Work as a central life interest for legal professionals

2005 ◽  
Vol 31 (1) ◽  
Author(s):  
Jacques Genis ◽  
Taryn Wallis
Keyword(s):  
South Africa ◽  
Public Sector ◽  
Law Firms ◽  
Work Centrality ◽  
Public And Private ◽  
Legal Professionals ◽  
The Public ◽  
Public Sector Employees ◽  
Private And Public ◽  
Two Sectors

Dubin’s theory of Central Life Interests (CLIs) was used to investigate whether work is a CLI for legal professionals in South Africa. The research also served as a comparative exploration between the public and private sectors based on their work centrality and work orientation. 59 employees from three public sector organisations and 27 employees from various private sector law firms completed questionnaires. Contrary to Dubin’s theory, results indicated that two-thirds of respondents did not have work as a CLI. Also, contrary to previous work on private and public sector employees, some interesting similarities emerged between the two sectors. Opsomming Dubin (1992) se teorie van Sentrale Lewensbelangstellings was gebruik om te ondersoek of werk ’n sentrale lewensbelangstelling is vir individue in die Suid-Afrikaanse regsprofessie. Die navorsing was ook ’n vergelykende ondersoek tussen die publieke en privaat sektore met betrekking tot hul werk sentraliteit en werk orientasie. 59 werknemers van drie publieke organisasies en 27 werknemers van verskeie privaat firmas het vraelyse beantwoord. Teenstellig met Dubin se teorie het resultate gewys dat vir twee-derdes van die deelnemers werk nie ’n sentrale lewensbelangstelling was nie. Daar was ook interessante resultate wat te voorskyn gekom het, wat teenstrydig was met vorige navorsing op werknemers in die privaat en publieke sektore.

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