A Motivação de Serviço Público e a satisfação no trabalho: Pesquisa em uma Universidade Federal ## Public Service Motivation and job satisfaction: Research at the Federal University

Desde o advento da Emenda Constitucional 19 tem-se implantado no país uma Administração Pública Gerencial, sendo que esta demanda por pessoal qualificado e com altos níveis de desempenho. Entender a motivação de servidores bem como níveis de satisfação pode ajudar os gestores na melhoria de desempenho. Este estudo teve como objetivo analisar os níveis de Motivação de Serviço Público e a satisfação no trabalho em servidores públicos, tendo como grupo alvo os servidores ativos de uma Universidade Federal de Minas Gerais. Foi realizada uma pesquisa descritiva e quantitativa utilizando os modelos satisfação no trabalho (Siqueira, 2008) e a Motivação de Serviço Público (Perry & Wise, 1990). Os resultados apontam níveis medianos de motivação e satisfação no trabalho o que pode indicar uma necessidade de revisão das políticas de RH da instituição. Verificou-se diferença significativa entre docentes e técnicos da organização em relação a motivação e satisfação. A análise das dimensões mostrou-se favorável a um diagnóstico mais detalhado dos dois construtos visto que os estudos internacionais aqui utilizados falharam nesse ponto, não mostrando um panorama completo de cada uma das dimensões, sendo essa uma contribuição deste estudo. Ao identificar níveis de motivação e satisfação diferentes, estes resultados podem auxiliar numa melhoria das funções gerenciais e administrativas da instituição, e possivelmente replicadas em instituições federais de ensino superior. Visto que a organização pode implementar políticas de RH, da base para o topo da organização, diferenciadas para cada categoria profissional e com maior possibilidade de assertividade.ABSTRACTSince the advent of Constitutional Amendment 19, a Public Management Administration has been implemented in the country, with this demand for qualified personnel with high levels of performance. Understanding the motivation of employees as well as satisfaction levels can help managers improve performance.

Absenteeism-disease in university employees: a cross-sectional study of the reasons for leave from 2013 to 2018

The Server's Integrated Health Subsystem is used to register health treatment licenses in the Federal Public Service, enabling knowledge about absenteeism-illness. To subsidize health promotion actions, it is intended to know its motivating causes in a Federal Education Institution in Minas Gerais. A cross-sectional study on leave between 2013 and 2018 was carried out. The variables were: position, sex, number of days off and the motivating code of the leave. Descriptive and inferential analyzes were performed using Poisson Regression. The main motivations found were: musculoskeletal disorders, followed by mental health in the group of professors and respiratory disorders in the group of administrative technicians, among whom, technicians up to 50 years old are associated with sick leave due to respiratory tract disorders and civil servants over 50 years old for musculoskeletal reasons. There was no difference in age with regard to mental disorder in this group. The static ergonomic risk associated with respiratory and psychic outcomes, and the risk due to dynamic activities in the absence of musculoskeletal disorders. Based on the data presented, it is possible to propose measures for Health Policy, aimed at improving the environment and work process, minimizing its risks and protecting the health of the employee.

“Representative bureaucracy as a leadership issue: the Canadian case”

PurposeThe public administration literature on representative bureaucracy identifies several advantages from having a diverse public service workforce, but it has not explicitly focused on leadership. For its part, the public sector leadership literature has largely ignored the issue of gender. The purpose of this paper is to rectify these limitations by advancing the argument that having a representative bureaucracy is fundamentally a leadership issue. Moreover, it assesses the extent to which representativeness has been achieved in the Canadian federal public service.Design/methodology/approachThe paper begins with a discussion of the importance of a representative bureaucracy for democratic governance. In the next section, the case is made that representativeness is fundamentally intertwined with the concept of administrative leadership. Then, the article provides an interpretive case study analysis of the federal public service in Canada, which is the global leader in terms of women's representation in public service leadership positions.FindingsThe initial breakthrough for gender representation in the Canadian federal public service was 1995. From that point onward, the proportion of women in the core public administration exceeded workforce availability. However, women continued to be modestly under-represented among the senior leadership cadre throughout the early 2000s. The watershed moment for gender representation in the federal public service was 2011 when the number of women in the executive group exceeded workforce availability for the first time. Significant progress toward greater representativeness in the other target groups has also been made but ongoing vigilance is required.Research limitations/implicationsThe study only determines the passive representation of women in the Public Service of Canada and is not able to comment on the extent to which women are substantively represented in federal policy outcomes.Originality/valueThe paper traces the Canadian federal government's progress toward achieving gender representation over time, while commenting on the extent to which the public service reflects broader diversity. In doing so, it explicitly links representation to leadership, which the existing literature fails to do, by arguing that effective administrative leadership is contingent upon having a diverse public service. Moreover, it highlights the importance of gender for public sector leadership, which hitherto has been neglected.

Recommendations for a Health literacy Policy Plan for Belgium: Learning from experiences of other countries

Background In Belgium, the past decade has seen a large number of initiatives by various stakeholders to address health literacy (HL) at different levels, but an encompassing policy plan to coordinate efforts across sectors is missing. The Belgian Federal Public Service of Health, Food Chain Safety and Environment commissioned a study to investigate HL policy plans of other countries, with the intention to make recommendations for the development of a Belgian National Health Literacy Plan (NHLP). Methods To identify elements and criteria for a NHLP, a transversal analysis was performed of HL policies in Australia, Austria, Ireland, The Netherlands, Portugal, and Scotland, following a preliminary scoping review regarding the availability of relevant information. Information about HL policies was analysed using a combination of document analysis and key informant approach, structured by means of an analytical grid specifying methods, resources, goals, actors, beneficiaries, actions, timing, opportunities, threats, evaluation, monitoring and impact. Results Policy approaches and action plans on HL vary widely in scope, focus and depth. Three pathways to developing a national HL plan were identified: (1) a conceptual approach whereby targets are formulated at the national or federal level, showing the country's determination to improve HL throughout its political system, but with a weak leverage for action (A, AUS, P); (2) a pragmatic approach targeting the healthcare sector first but progressively broadening the scope towards other sectors (SCOT); (3) a delegated approach whereby the authorities delegate the initiatives regarding HL to an active and dynamic civil society (NL, IRL). Conclusions There is no single best way to coordinate efforts to address HL across sectors. Policy makers should consider the strengths and weaknesses within their country to develop a substantiated HL approach that best fits the country's situation.

Canada’s emerging foresight landscape: observations and lessons

Purpose The purpose of this paper is twofold: to introduce scholars and practitioners of foresight to the emerging Canadian foresight ecosystem, and to provide lessons learned on developing policy foresight from the Government of Canada context. Design/methodology/approach The paper provides a series of lessons based in part on informal and indirect observations and engagement with established Canadian foresight entities, including Policy Horizons Canada, and numerous newly established foresight initiatives at Global Affairs Canada, Standards Council of Canada and the Canadian Forest Service. Findings The paper finds that Canada’s newly emerging foresight units and initiatives face structural, institutional and organizational challenges to their long-term success, including in concretely measuring foresight outcome (rather than simply output) in policy making. Originality/value The paper provides a unique and empirically driven perspective of the foresight ecosystem that has emerged within the Canadian federal public service since 2015. Lessons are culled from this emerging network of Canadian foresight practitioners for international application.