scholarly journals Retention of Generation Y in Hungarian Public Servic

2020 ◽  
Vol 21 (1) ◽  
Author(s):  
Gábor Ákos Csutorás
Keyword(s):  
Public Service ◽  
Generation Y ◽  
Generational Differences ◽  
Retention Strategies ◽  
Public Servants ◽  
Retention Management ◽  
Long Term Retention ◽  
New Generation ◽  
Generation Management

The article discusses challenges of retaining young people in public service. Is it possible to have a new generation of public servants, who choose this profession even for a lifetime? In search of the answer literature of generation theories, generation management and retention management is reviewed and influencing factors of a generation membership and retention are synthesized. Empirical research results of a survey with over 1300 responders among Hungarian public servants are shown from which an identity profile of Generation Y public servants is sketched and proposals are made for long-term retention strategies. Outcome of the research suggests generational approach to be introduced in public service human resource management in order to support more effective retention management and to better understand possible generational differences instead of relying on false assumptions.

scholarly journals Factors affecting the retention of Generation X public servants: An exploratory study

2011 ◽  
Vol 9 (1) ◽  
Author(s):  
Vhutshilo Masibigiri ◽  
Hester Nienaber
Keyword(s):  
Generation X ◽  
Public Service ◽  
High Performance ◽  
Staff Retention ◽  
Retention Strategies ◽  
Public Servants ◽  
Factors Affecting ◽  
The Public ◽  
Skills Shortage ◽  
Managerial Implications

Orientation: Retaining employees, especially Generation Xers, is imperative to ensure the high performance of organisations.Purpose: The purpose of this study was to explore the factors that affect the retention of Generation X public servants.Motivation for the study: Given their unique characteristics, it is a challenge to retain Generation X employees. This problem may be worse in the public sector than in the private sector, as there are fewer financial rewards in the public service than in the private sector.Research design: The interpretivist paradigm is appropriate for this study. It used a qualitative, empirical approach. The researchers obtained the data through purposive sampling and interviews.Main findings: The study showed that the factors affecting the retention of Generation X public servants include work content, utilisation of skills, career advancement, work–life balance, compensation, security needs, leadership and drive.Practical/managerial implications: Employers, like the civil service, can be proactive in retaining Generation X employees because of the factors that affect their retention. Managers can prevent further pressure on service delivery that the skills shortage has caused if they use the skills the employees already have.Contribution: The article fills a gap, as there has been little research on staff retention. This is particularly true of Generation X employees in South Africa. This article adds information that will improve retention strategies for Generation X employees, particularly in the public service.

scholarly journals The influence of age factors on the reform of the public service of Ukraine

2019 ◽  
Vol 13 (2) ◽  
pp. 40-52 ◽  
Author(s):  
Nestor Shpak ◽  
Nazar Podolchak ◽  
Veronika Karkovska ◽  
Wlodzimierz Sroka
Keyword(s):  
Generation X ◽  
Public Service ◽  
Effective Interaction ◽  
Age Factors ◽  
Public Institution ◽  
Public Servants ◽  
The Public ◽  
Generation Z ◽  
Literary Sources ◽  
New Generation

Abstract It had been established that the heads of institutions should form teams of workers of different generations with different expectations and methods of work in the context of reforming the public service. The periods of forming generations have been set on the basis of literary sources, such as: Generation X (the period up to 1980); Generation Y (from 1981 to 1996); and Generation Z (after 1997). The most important criteria which form the characteristics of public servants have been singled out, and common and distinctive traits of Generations X, Y, and Z have been systematized. The distribution of the number of public servants in Ukraine has been analyzed by gender, age and the category of position. Based on the use of correlation-regression analysis, the tendency of changes in the share of state servants of Ukraine by age category up to 2020 was investigated. This made it possible to confirm the suggested hypothesis of the dependence of the effective reform of the Ukrainian public service on the effective interaction and cooperation of all generations of public servants. The main requirements for a public institution in which the employees of the new generation will work have been systematized.

Higher Public Service Motivation for Accepting Public Sector Pension Reform? Evidence from Korean Government Organizations

2019 ◽  
Vol 34 (1) ◽  
pp. 23-42
Author(s):  
Kim Yunho ◽  
Jung Yunjin ◽  
Seoh Dongwook ◽  
Im Tobin
Keyword(s):  
Public Sector ◽  
Public Service ◽  
Pension Reform ◽  
Public Service Motivation ◽  
Organizational Changes ◽  
Government Employees ◽  
Public Servants ◽  
Government Organizations ◽  
The Relationship

Organizational reforms that employees do not voluntary accept are likely to negatively affect organizational effectiveness in the long term. We conducted an empirical analysis with survey data by reviewing related studies on public service motivation (PSM) and acceptance of organizational changes, the goal being to verify the relationship between government employees’ PSMand their acceptance of public sector pension reform in Korea. Results show that public servants highly driven by PSM are willing to accept this pension reform even though it reduces their own benefits. This study is distinguished from existing literature of PSM and responses to organizational changes because it reduces the possibility of endogeneity problems.

Three year results of endovascular therapy with a new generation nitinol stent for femoro-popliteal artery lesions - a single-center outcome analysis of a subcohort of MISAGO 2 study

VASA ◽  
2013 ◽  
Vol 42 (5) ◽  
pp. 340-349 ◽  
Author(s):  
Ivan Kralj ◽  
Irene Boos ◽  
Uwe Müller-Bühl
Keyword(s):  
Popliteal Artery ◽  
Clinical Success ◽  
Ankle Brachial Index ◽  
Long Term Results ◽  
Outcome Analysis ◽  
Stent Fracture ◽  
Nitinol Stent ◽  
New Generation ◽  
Stent Stenosis

Background: Advances in stent technology have widened the field of indications for stent treatment of femoro-popliteal artery lesions, however the use of stents in bending arterial segments is restricted because some first- and second-generation nitinol stent designs did not respond well to the mechanical forces of femoro-popliteal segments in motion which pose a substantial risk of stent fracture inducing in-stent-stenosis. New generation nitinol stents are supposed to overcome these limitations but long-term results are rare. Patients and methods: In forty-five patients (mean age 68 y, range 50 - 85) with peripheral arterial disease (TASC II A-C, Rutherford category 2 - 5) forty-six lesions of the superficial femoral artery (37) or popliteal artery (9) were treated [25 high-grade stenoses, mean length 53 mm (range 30 - 145 mm); 21 chronic total occlusions, mean length 74 mm (range 30 - 180 mm)]. 74 % of lesions were located in the mobile bending arterial segments in the distal femoral or the popliteal segment. Clinical reevaluation performed at discharge, at 6, 12, 24, and 36 months included at least the measurement of ankle-brachial index (ABI) and duplex sonography. Results: Procedural success rate was 100 %. At 6, 12, 24, and 36 months, cumulative primary patency rate was 93.5 %, 84.8 %, 80.5 %, and 74.3 % (SE<10); freedom from target lesion revascularization rate was 95.7 %, 89.2 %, 84.9 %, and 79.3 % (SE<10); Rutherford category and ABI improved in all patients and clinical success was maintained in more than 85 % of patients. Conclusions: Sustained technical and clinical success and good clinical long-term results were achieved with Misago™ nitinol stent implantation in femoro-popliteal lesions with moderate risk for in-stent-stenosis, and in the distal femoral and popliteal mobile segment.

Long-term retention is greater following closed-book tests than open-book tests

2006 ◽  
Author(s):  
Pooja K. Agarwal ◽  
Jeffrey D. Karpicke ◽  
Sean H. Kang ◽  
Henry L. Roediger ◽  
Kathleen B. McDermott
Keyword(s):  
Open Book ◽  
Term Retention ◽  
Long Term Retention

The Relative Potency of Study and Test Trials in Enhancing Long-Term Retention

2013 ◽  
Author(s):  
Henry L. Roediger ◽  
John F. Nestojko
Keyword(s):  
Relative Potency ◽  
Term Retention ◽  
Long Term Retention

Long-Term Retention of Conditioned Aversion to Colored Water in Bobwhite Quail

1973 ◽  
Author(s):  
Hardy C. Wilcoxon ◽  
James E. Dwyer
Keyword(s):  
Conditioned Aversion ◽  
Bobwhite Quail ◽  
Term Retention ◽  
Long Term Retention

The long-term instability of the new generation hydrogen masers

2020 ◽  
pp. 35-38
Author(s):  
S.I. Donchenko ◽  
I.Y. Blinov ◽  
I.B. Norets ◽  
Y.F. Smirnov ◽  
A.A. Belyaev ◽  
...  
Keyword(s):  
Time Scale ◽  
Frequency Difference ◽  
Clock Frequency ◽  
Quantum Frequency ◽  
Frequency Standards ◽  
Quantum Frequency Standards ◽  
New Generation ◽  
Atomic Time

The latest changes in the algorithm for the formation of the international atomic time scale TAI are reported in terms of estimating the weights of the clocks involved in the formation of TAI. Studies of the characteristics of the long-term instability of new-generation hydrogen masers based on processing the results of the clock frequency difference with respect to TAI are performed. It has been confirmed that at present, new-generation hydrogen masers show significantly less long-term instability in comparison with quantum frequency standards ofsimilar and other types.

Retrieval practice promotes long-term retention irrespective of the placement

2020 ◽  
Author(s):  
alice latimier ◽  
Arnaud Rierget ◽  
Son Thierry Ly ◽  
Franck Ramus
Keyword(s):  
Retention Interval ◽  
Retrieval Practice ◽  
Memory Retention ◽  
Term Retention ◽  
Long Term Retention

The current study aimed at comparing the effect of three placements of the re-exposure episodes on memory retention (interpolated-small, interpolated-medium, postponed), depending on whether retrieval practice or re-reading was used, and on retention interval (one week vs one month).

PREPARING PUBLIC SERVANTS IN EUROPEAN COUNTRIES: ARCHETYPAL APPROACH

2018 ◽  
Vol 1 (14) ◽  
pp. 255-263
Author(s):  
Oleh Ivanovich Rohulskyi
Keyword(s):  
Public Administration ◽  
Public Service ◽  
Professional Training ◽  
European Countries ◽  
Anglo Saxon ◽  
Public Servants ◽  
German Model ◽  
Managerial Positions ◽  
A Chain ◽  
The Individual

The article describes the main components of the institutional framework of an archetypical approach to public administration. It is determined that the system of preparation of public servants is based on a chain of universal foundations of archetype, in particular, it is influenced by the principle of formation of personnel in the public service, formed on the basis of public opinion. Based on two basic principles relating to admission to public service, three basic models of training civil servants in the European country are defined: German. French and Anglo-Saxon. We analyze each of the models and define the archetypes that influenced their formation and development. The advantages of each model are determined, in particular, the benefits are: the German model of training managers is the balancing between the theoretical knowledge and practical skills that a public servant receives during training, but as a disadvantage one can distinguish the orientation of preparation for legal orientation, which limits the ability to hold managerial positions for many employees The French model of professional training of public servants should include a well-balanced understanding of tasks, namely: decentralization and territorial organization of public services, communication, support of territorial communities, in-depth knowledge and understanding of the need for cooperation with institutions of the European Commonwealth, high-quality human resource management and orientation towards environmentally friendly innovations, such a model of training of public servants is holistic, costly and effective; The Anglo-Saxon model of training of public servants is its orientation towards the implementation of the concept of public administration and the individual approach to employee training, taking into account all the specifics of its activities, providing for the formation of personnel capable of solving specific problems. It is concluded that today in most European countries dominated by mixed models that include elements of different models.

Sign in / Sign up

Export Citation Format

Share Document