Public service-oriented work motives across Europe: A cross-country, multi-level investigation

This article disentangles the country-specific institutional system at the macro level from individual-level attraction and socialization in measuring public service-oriented work motives across European countries through public–private sector comparisons. We argue that country-specific institutions shape the level of public service-oriented work motives of each country and thereby generate level differences across countries. In contrast, public–private sector differences, (i.e. gaps), in public service-oriented work motives within a country reflect aspects of individual-level attraction and socialization. We use the 2005 and 2010 waves of the European Working Conditions Survey and demonstrate that the levels and gaps are empirically distinct phenomena, contrary to current treatment in the literature. We conclude that the distinction between levels and gaps can advance understanding of the antecedents of public service-oriented work motives and support the institutional theory of public service-oriented work motives. Points for practitioners This article argues and provides evidence for the fact that levels of work motives oriented towards public service that are visible in a cross-country comparison should not be confused with the gap of such work motives inside one country. This distinction is important because in countries where gaps between the sectors are almost non-existent and levels are generally high, interventions geared towards public service-oriented work motives are less likely to be effective.

Dominant work motives of Russian employees in the second decade of the 21st century

Revealed are dominant work motives of Russian employees in the second decade of the 21st century. The authors are based on a two-modal concept of work motivation, the foundations of which were laid by F. Herzberg, highlighting positive and negative labor motivation as independent structures. It was elicited that the core of positive labor motivation is the following: high wages, interesting work, stable and reliable work. In the structure of negative labor motivation, the dominant motive is low wages, the second and third levels are formed by unstable and unreliable work, poor working environment. The study, which was attended by 759 respondents, had being conducted from 2012 to 2020. The questionnaire “Ranking of positive and negative work motives” (RPOM) was applied to collect data. Their processing was carried out using methods of descriptive statistics, non-parametric U test, Mann-Whitney, as well as qualitative analysis.

قياس اتجاه معنى العمل في إطار محدداته: بحث مقارن لآراء أعضاء الهيئة التدريسية في جامعتي ديالى والأنبار

The research aims to measure the meaning and direction of the work Adopting the triple model that he developed by (Rozin and Schwartz, 1997). which is represented by the dimension: (Job, Career, Callings). And then measuring its impact on the performance of the operations it performs and building the meaning of the work among the faculty members at the Iraqi universities of Diyala and Anbar, and a nine-point scale was adopted for the purpose of evaluation, in addition to adopting ten criteria to classify the work of 80 faculty members in the two research communities. It is represented in: (commitment to work, work motives, work ethics, goal of work, work proficiency, job satisfaction, work relationships, work participation, centralization of work, and work value). The directional and statistical inferential measures were adopted, which showed that the faculty members in the two universities were within the category of the Callings dimension of work, which affected their performance Positively, as well as the absence of significant differences in the answers of the two universities, which in light of which a set of recommendations were presented, which it is hoped will benefit. Including those involved.

Labour-Market Integration by Responding to Work Motives: Lessons from a Study of Israeli Ultra-Orthodox Women

Low employability among specific populations (e.g. religious/traditional women, the elderly, disabled workers, and immigrants) has unfavourable consequences on the unemployed individual, society, and the state economy. The latter include poverty, a heavy toll on welfare budgets, diminished growth, and an increase in the ‘dependency ratio’. We suggest a rather novel policy (borrowed from the field of Vocational Psychology) that could lead to successful integration into the labour market of low-employability populations: The design of tailor-made training programmes that respond to work motives, coupled with a working environment that caters to special needs/restrictions, and complemented with counselling and monitoring. The suggested strategy is illustrated using a case study of Israeli ultra-Orthodox women, who exhibit lower employment rates than other Israeli women. The motives behind their occupational choices are explored based on data collected by a survey. Factor Analysis is employed to sort out the motives behind their occupational choices, and regression analysis is used to associate job satisfaction with work motivation. Policy implications are suggested based on the findings. There is already some evidence on the successful outcomes of the proposed strategy.

HIERARCHY OF WORK MOTIVES AND MOTIVATORS WITH THE AIM OF FORMING MORE EFFICIENT WORKING ENVIRONMENT

The motivation influences the improvement of work efficiency and creativity, improvement of working life quality and successfulness of a company. In order to dobusiness successfully, every organization should take care of its employees’ needs. Satisfying the needs is one of the most important influences on motivation. The aim of this research is to determine the order of satisfying the needs which are the most significant as far as the employees’ motivation is concerned, and to determine whether the connection among the length of years of service, gender, age, professional qualifications and hierarchy of needs exists. This research is a part of a wider research whose aim has been to form more pleasant, safer and more efficient working environment and conditions. The research was conducted in 2014 and 2015 in the company Port of Adria AD Bar. A specially constructed questionnaire for this purpose was being used. Interviewing was performed on 184 employees. As it was expected, the obtained results showed that salary was the biggest motivator for them.

Does God Want Me to Be a Teacher? Motives Behind Occupational Choice of Israeli Ultraorthodox Women

Motives behind occupational choice of graduates in two tertiary training programs for Israeli ultraorthodox (Haredi) women, practical engineering (PE) and teaching (T), are explored. Five hundred and twelve participants (278 PEs and 234 Ts) answered a questionnaire referring to 13 potential work motives. The main findings are as follows: (a) factor analysis reveals that the 13 components cluster into the four composite factors of “intrinsic motive,” “calling motive,” “extrinsic motives relating to job conditions,” and “extrinsic motives relating to effect of choice on society”; (b) t tests show that PEs express higher intrinsic motives than Ts and Ts express a higher sense of “calling” than PEs; and (c) t tests further show that for the whole sample, intrinsic motives are ranked higher than extrinsic motives (relating to both job conditions and society). Discussion suggests counseling and public policy that can lead to more successful integration of Haredi women into the world of labor.