Motivation Of Civil Servants Research Articles

IMPROVING THE SYSTEM OF MOTIVATION OF CIVIL SERVANTS IN THE REPUBLIC OF KAZAKHSTAN

The motivation system of civil servants is quite relevant today since it directly affects the quality of public services provided to citizens. Civil servants are responsible for carrying out government functions and implementing policies that affect the lives of millions of people. Motivation is crucial to ensure that government employees are focused, productive, and accountable in their work. A well-thought-out motivation system can help attract and retain talented people in public service while contributing to the effectiveness of public service delivery. Without the creation of a competitive civil service, it is impossible to achieve the main goal - building a prosperous Kazakhstan, and radically improving the efficiency of government agencies is impossible without creating an effective motivation system in the professional activities of civil servants. The motivation system for civil servants is a crucial factor in improving the overall efficiency and accountability of the public sector. By ensuring the motivation, commitment, and accountability of public servants, we can create a more effective public service that meets the needs of citizens and contributes to the development of our societies. The purpose of the study is to improve the motivation system of civil servants, and the Office of the Akim of Atyrau region was considered as the object and subject of the study, as well as factors affecting the motivation of civil servants and the development of an effective motivation system that increases their work efficiency and accountability, formed the basis of the subject of the study. The scientific novelty of the research is aimed at providing a comprehensive understanding of the motivation system of civil servants and its impact on their work efficiency and accountability. The study used mixed-method approaches combining qualitative and quantitative methods to collect and analyze data from various sources, including document analysis.

The Effect of Internal Mutation on Performance Through Career Development and Work Motivation of Civil Servants at RSUD Nene Mallomo Sidenreng Rappang Regency

The Effect of Internal Mutation on Performance Through Career Development and Work Motivation of Civil Servants at RSUD Nene Mallomo Sidenreng Rappang Regency

Courtesy attitudes, interpersonal communication and coworker on performance with motivation of civil servants in Banyuasin Regency

Courtesy attitudes, interpersonal communication and coworker on performance with motivation of civil servants in Banyuasin Regency

Інновації в публічному управлінні: бібліометричний аналіз

The article presents the results of a study on the problems of innovation in public administration. For this purpose, the dynamics of publications on the subject of innovations in public administration, the activity of publications with account of educational institutions are analyzed; the researchers who have published the largest number of papers have been identified; clustering has been carried out and the main directions of research have been identified for each of the clusters of publications on the subject of innovations in the field of public administration. The study was carried out using bibliometric and cluster analysis based on the data of the OpenAlex scientometric database, using the WOSviewer program. As a result of the analysis of publication activity and the thematic direction of the publications, the relevance and significance of the issues of innovation in public administration are justified, a wide range of opportunities for further research and practical application in this direction is identified. Based on a study of 1398 articles from 2015–2023, it is concluded that there is a stable interest of the scientific community in the issues of innovation in the field of public administration. The results of the carried out analysis showed the active participation of universities and scientists in the study of the problems of innovation in public administration. It is specified that the topics of the articles include consideration of issues of co-creation in the public sector, joint innovative developments of economic entities of the both private and public sectors, motivation of civil servants. It is shown that the problems of innovation in the sphere of public administration are of multiaspectual nature. Nine thematic clusters have been identified, covering a wide range of issues, including data management, strategic management, and citizen involvement in social initiatives. A significant number of publications and the active use of terms related to digital technologies have testified to the high relevance of digitalization in the field of public administration.

ASSESSMENT OF PROFESSIONAL PERFORMANCE AND MOTIVATION OF CIVIL SERVANTS IN UKRAINE: THE EUROPEAN INTEGRATION DIMENSION (BASED ON THE EXPERIENCE OF POLAND)

Despite the significance of scientific developments of researchers who have studied various components of the evaluation of the professional performance of public servants in accordance with the tasks and topics of their own research, the problem of evaluating the professional performance of public servants in the context of modern changes in the legal framework for conducting various evaluation procedures (competitive selection, annual performance evaluation of public servants) and increasing requirements for the professional competence of public servants in the European integration context. The purpose of the study is to substantiate the theoretical provisions of the evaluation of professional performance of public servants with regard to the European integration experience. To achieve mentioned goal, the authors used general scientific and special methods of theoretical and empirical research such as a review of the scientific literature on the topic of the study, terminological and statistical analysis, and the method of comparative analysis and synthesis. The article outlining the importance of studying the issue of assessing the professional performance of public servants in the European integration period for Ukraine. The authors’ analyzes the scientific research on the topic. It is determined that the importance of solving the problem of evaluation is confirmed by the low number of legal acts. The article examines the experience of the Republic of Poland in organizing civil service within the framework of European integration processes. The study found that, in addition to assessing the performance of employees, the state should also guarantee fair and equitable remuneration for professional activities. The most important factor in professional activity is motivation of civil servants, which is a performance-based incentive that engages employees in effective work to achieve the enterprise's goals and their social benefit by meeting the needs, values, and requests of each employee individually. Creating the right incentive environment is typically a strategic task for an organization. It is the motivation of civil servants that forms a stable, holistic system of values and interests. The article identifies a number of factors that impede the European integration of Ukraine's public sector. The results of the study provide recommendations for improving the assessment and motivation of professional activities of Ukrainian public servants.

THE PROBLEM OF MOTIVATION IN CIVIL SERVANTS IN THE RUSSIAN FEDERATION

Currently, the civil service is receding into the background in the opinion of promising qualified personnel due to a large number of restrictions and low wages, in this regard, there is an outflow of employees from the civil service to the commercial sector, where wages are much higher. This problem requires a lot of attention, since it is the professionalism of the state apparatus staff that will determine the effectiveness of their activities, which will directly affect the socio-economic development of the state. The purpose of the study is to develop recommendations to improve the ways of motivating civil servants in Russia based on the analysis of the Russian motivation system and foreign experience in stimulating civil servants. Materials and methods. The work used analytical and expert methods, comparative legal analysis, generalization of Russian and foreign experience in stimulating the work of civil servants. Materials of legislative acts, scientific literature, and expert publications were used in the study of the incentive system. Study results. The article analyzes material and non-material methods of motivating civil servants, it examines the reform carried out in the Russian Federation in the field of monetary maintenance of civil servants. The salary structure of civil servants in foreign countries and in the Russian Federation is analyzed, the possibility of introducing a similar foreign system into the Russian public sector wage system is considered. Reforming the remuneration system is important in motivating civil servants; therefore, at the state level the work is underway to improve the salaries of civil servants. To date, the basis for reforming the monetary maintenance of civil servants is made by an increase in the fixed part in their salary structure, while financing the increase in the fixed part will be carried out at the expense of budgetary funds. In general, according to experts, this should revitalize the personnel in the civil service of the Russian Federation, which will increase the efficiency of public administration and stimulate the human resources potential in public authorities. Problems in the system of motivation of civil servants of the Russian Federation were also identified and mechanisms were developed to help solve them. Conclusions. The article proposes measures to improve the methods of motivating civil servants used in Russia, which can affect the quality and efficiency of their work, and the analysis of mutual influence of the proposed incentive methods will make the management process in a public authority more effective, this should lead to increased motivation and involvement of civil servants in order to retain them in public service.

Pengaruh Kepemimpinan Partisipatif dan Disiplin Kerja terhadap Motivasi Kerja yang Dimediasi oleh Kepuasan Kerja pada Badan Perencanaan Pembangunan Daerah Kabupaten Sleman

The achievement of successful regional development managed by the Local Government through the Regional Planning and Development Agency (Bappeda) cannot be separated from professional human resources. They play a very important role in the processes and activities of the Regional Apparatus. Human resources will design, install, operate, and maintain an integral system of the organization. This study aims to determine the influence of participatory leadership and work discipline on work motivation mediated by job satisfaction at the Regional Planning and Development Agency of Sleman Regency. The survey was conducted through the distribution of questionnaires to all civil servants at the Regional Planning and Development Agency of Sleman Regency, a total of 51 respondents. The sampling method used was saturated sampling or census. The data were analyzed using SEM-PLS analysis. The results of the study found that participatory leadership did not have a positive and significant effect on the work motivation of civil servants of the Sleman Regency Bappeda. Work discipline had a positive but insignificant effect on the work motivation of civil servants of the Sleman Regency Bappeda. Job satisfaction did not mediate the influence between participatory leadership and work motivation, and job satisfaction successfully mediated the influence between work discipline and work motivation.

The Effect of Organizational Culture and Leadership Style on Work Motivation at the Sumbawa Regency Inspectorate with Job Satisfaction as a Mediating Variable

The objective of this study is to examine the importance of organizational culture and leadership style in relation to work motivation, with work motivation acting as a mediating variable, within the context of the Sumbawa Regency Inspectorate. The practical implications of research are significant when it comes to informing management decisions in future endeavors. From an academic perspective, research contributes to the expansion of knowledge, particularly in the realm of human resource development. The sample consisted of 118 participants selected from a population of 118 government servants. The selection of respondents was conducted using approaches that were representative of the full population. The findings of this study suggest that the impact of organizational culture on work motivation is mediated by job satisfaction, and the influence of leadership style on the work motivation of civil servants in the inspectorate of Sumbawa Regency is also mediated by job satisfaction. This implies that job satisfaction plays a significant role in establishing a connection between company culture and work motivation. Organizational culture encompasses the core principles, social norms, and operational procedures that are embraced inside an organization. The level of job motivation among employees can be influenced by their satisfaction with the prevailing corporate culture. Nevertheless, the findings indicated that the influence of organizational culture on the work motivation of civil workers within the Sumbawa Regency Inspectorate is mediated by job satisfaction.

PENGARUH KUALIFIKASI PENDIDIKAN DAN KOMPENSASI TERHADAP KINERJA PEGAWAI MELALUI MOTIVASI PEGAWAI NEGERI SIPIL BIDANG PERBENDAHARAAN DAN KAS DAERAH KOTA PROBOLINGGO

This study aims to determine the effect of educational qualifications and compensation on employee performance through the motivation of civil servants in the regional treasury and treasury sector in Probolinggo City. The type of research used is quantitative research. The data collection method is by distributing questionnaires offline by asking 5 questions per variable. A sample of 35 Civil Servants in the Regional Treasury and Cash Office of the City of Probolinggo uses the simple proportional sampling method. This type of research is a method of descriptive analysis and data verification using the SmartPLS 3.0 application. The results show that educational qualifications have no significant effect on motivation. Variable educational qualifications have no significant effect on performance. The pressure has no significant effect on motivation. The compensation has a significant effect on performance. The motivation has no significant effect on performance in Civil Servants in the Treasury and Regional Cash Office of the City of Probolinggo.

SWOT analysis of the transfer from structural positions to functional positions in the Regional Development Planning Agency (BAPPEDA) of Payakumbuh City using the Grounded Theory method

The policy of bureaucracy simplification through the transfer of structural positions (level IV) to specific functional positions designated by the Central Government, which is applied comprehensively to both the Central and Regional Governments, has significant impacts on Civil Servants (PNS) who undergo such position transfers. The Regional Development Agency (Bappeda) of Kota Payakumbuh is one of the Local Government Institutions that has implemented the transfer of positions from structural to functional. This study uses SWOT analysis with the grounded theory method to understand the impacts of this transfer on the career, position, income, quality, and competence of individuals, as well as the work motivation of Civil Servants in Bappeda Kota Payakumbuh after the implementation of this policy. The research findings show that the positive impact of transferring positions from structural to functional includes the opportunity for faster career advancement, which is supported by several factors such as professional recognition, a strong organizational structure, clear job evaluations, and a well-defined job map

MOTIVATION SYSTEM OF CIVIL SERVANTS OF KAZAKHSTAN: ASSESSMENT AND PROSPECTS FOR IMPROVEMENT

The success of public administration depends on the extent to which civil servants realize their professional potential. The insufficient level of motivation of civil servants is an obstacle to their effective work. Ways to increase professional potential through motivational interventions aimed at developing the competence of civil servants remain undeveloped. Therefore, the main focus of this study will be on the assessment of the modern system of motivation of civil servants and consideration of ways to improve it in the Republic of Kazakhstan, which is relevant and of great scientific and practical importance.
 The paper notes the features of the motivation of civil servants, analyzes foreign experience in motivating the professional activities of civil servants and considers the directions for stimulating their work; a modern system for evaluating the performance of civil servants based on a survey has been studied. In the process of conducting an empirical study in Kazakhstan, the processing of questionnaires made it possible to identify the main factors motivating the professional activities of active civil servants. The sample set of the conducted survey allowed to achieve a high level of representativeness of the results and conclusions.
 The new model of civil service, which has been tested, is based on a factor-score scale. The new system of remuneration of civil servants will make it possible to select the most conscientious and versatile employees for the civil service, which will improve the quality of public administration. Thus, we carried out an analysis of the effectiveness of the system of motivation of civil servants in the Republic of Kazakhstan, evaluated them, and developed measures to improve the motivation for the professional activities of civil servants of the Republic of Kazakhstan.

DETERMINING FACTORS IN CIVIL SERVICE CAREER DEVELOPMENT

<p>This research reviews about Career Development of Civil Servants (PNS) in Gorontalo Regency Government (Case Study at the Gorontalo Regency Personnel, Education and Training Agency). This research used qualitative descriptive approach, namely examining, analyzing and decrypting the data. The purpose of this study was to determine and analyze the factors that determine the career development of civil servants in the government of Gorontalo Regency. Research results: The factors that determine the career development of civil servants are, first, human resources include HR management, employee personnel consisting of formal education qualifications, civil servants competence, civil servant track record, civil servant behavior attitudes, integrity, discipline and loyalty; second, the commitment of superiors and teamwork that mutually support each other in the career development of civil servants; third, facilities, infrastructure, and budget; fourth, external factors can be in the form of political relations within the organization; fifth, regulations that support the career development of civil servants; sixth, the work performance of civil servants; and seventh, the motivation of civil servants.</p>

A Review of Research on Public Service Motivation of Civil Servants in China

A Review of Research on Public Service Motivation of Civil Servants in China

What affects the turnover intention of civil servants: Evidence from Bhutan

AbstractResearch utilising self‐determination theory (SDT) and, in particular, the concept of need satisfaction in public organisations has been increasing in recent years. At the same time, most studies are using insights from SDT, and are not really testing them. In fact, we still have limited knowledge on the outcomes of need satisfaction for civil servants. In this study, we aim to understand how need satisfaction affects the intrinsic motivation of civil servants, as well as their intention to leave the organisation in which they currently work. Using original data from 580 civil servants in Bhutan, this study finds that need satisfaction matters for intrinsic motivation and turnover intention. More specifically, this study finds that while need satisfaction has a positive effect on intrinsic motivation, it has a negative effect on turnover intention. Intrinsic motivation also mediates this relationship. To reduce turnover intention, policymakers may need to enhance public sector employees’ need satisfaction and their intrinsic motivation. These findings are consistent with Bhutan's context, in which happiness and human connection and fulfilment are more important than economic values.Points for practitionersCivil servants of Bhutan whose needs are satisfied are more likely to be intrinsically motivated and less likely to express an intention to quit their jobs.To reduce turnover intention, policymakers may need to enhance public sector employees’ need satisfaction and their intrinsic motivation.

Pengaruh Kepemimpinan dalam Peningkatan Motivasi Kerja PNS di Kantor Kecamatan

Abstract
 This study aims to determine the influence of sub-district leadership on increasing the work motivation of civil servants in Bontomatene District, Selayar Regency. This research was conducted in the area of ​​the Bontomatene District Office, Selayar Regency. In this study the authors used a survey research basis. While the type of research used was to obtain research data, the population used by the author was all employees of the Bontomatene District office, Selayar Regency, while the informants were the Bontomatene Sub-District Head and the Bontomatene Sub-District Secretary. The sampling technique in this study is the purposive sample method. To collect the required data the author collects data through: Library research, field research, interviews, questionnaires and online data tracking. The collected data will be analyzed using a qualitative approach. The results of the research show that the leadership of the sub-district head which influences employee motivation seen from planning is quite good. This can be seen with an average score of 2.2 which shows that the planning carried out by the Bontomatene Sub-District Head is in the moderate category. All employees have been involved in planning the sub-district work program, but the resulting score is still in the moderate category. Therefore, employee involvement still needs to be improved. In addition to planning indicators, researchers also use indicators of effective communication. The communication carried out by the Bontomatene sub-district head to his subordinates still needs to be improved.

ENCOURAGEMENT AS A METHOD OF MANAGING SOCIAL RELATIONS: APPLIED SIGNIFICANCE IN PUBLIC SERVICE

The subject of the study is the conceptual, theoretical and methodological basis for the use of incentives as a method of management of social relations in general, and in the public service, in particular. Methodology: general and special methods of scientific knowledge were used in this study. The method of comparison was used to summarize the approaches of various researchers on the main dominants to the definition of the concepts of "method", "method of encouragement", "formal and informal techniques that constitute the content of the method of encouragement". The analysis was used to determine quantitative and qualitative parameters that characterize the specifics of the influence of the method of encouragement on public service relations. The results of the study have shown that in Ukraine, there is an urgent need to reassess the methods of public relations management with an emphasis on methods of a dispositive nature. Conclusion. An argumentation is offered regarding the distinction between encouragement as a "method of regulating relations in the public service" and as an "institution of encouragement in the public service". Formalized informal ways that cover the method of encouragement in public service are analyzed. It is established that the issue of informal ways of the method of encouragement in the public service has formed in connection with non-material variations of motivation of civil servants. The advantages of informal methods of method of encouragement in public service are revealed. The properties of the methods of proper regulation of public relations (public administration) are identified. It is noted that the content of each method is determined by the following features: the nature of relations between the participants of public interaction; techniques and means that are used (can be used) in the process of regulating influence; motivation that provides necessary/desirable behavior of a private person or authorized subject, acting as a subordination party or one of the parties of coordination interaction. It is argued the thesis that encouragement as a "method of regulation of public-service relations" is not identical to "institution of encouragement in public service". Formalized informal ways that encompass the method of encouragement in public service are analyzed. It has been established that the problem of informal ways of method of encouragement in public service has formed because of non-material variations in motivation of public servants. The advantages of informal ways of method of encouragement in public service are revealed.

The effects of transformational leadership and change management on civil servants’ motivation: A study at the Regional Secretariat of Sumedang Regency

This study aimed to analyse the effects of transformational leadership and change management on the motivation of civil servants, with a case study at the Regional Secretariat of Sumedang Regency. This study used quantitative and descriptive-causality analysis methods. The saturated sample of census technique was used, involving 200 civil servants in the Regional Secretariat of Sumedang Regency. It was concluded from this study that the application of transformational leadership in Sumedang Regency went very well. Change management has been very effective and the motivation of civil servants was very high. The implementation of transformational leadership should be prioritised within the Sumedang Regency to further encourage motivation among the state civil servants. The replication and adaptation of transformational leadership and change management must be implemented in all organisations and institutions within the Sumedang Regency, to produce a collective impact on regional progress.

РОЛЬ КЛИЕНТОЦЕНТРИЧНОСТИ И РЕПУТАЦИОННЫХ РЕСУРСОВ РЕГИОНА В ФУНКЦИОНИРОВАНИИ СОВРЕМЕННОЙ СИСТЕМЫ ПУБЛИЧНОГО УПРАВЛЕНИЯ

Intangible resources of regional development are of particular importance in the context of the crisis of the economy and management, as well as increasing the level of competition for resources between regions. A reputation resource as a set of characteristics that affect the positioning of an entity in the public sphere, on the basis of which counterparties can form an opinion about the expediency and risks of interacting with it, is closely related to citizen-centricity. The latter is one of the main factors forming a reputation. Together with other factors, citizen-centricity has a significant impact on the interaction of the state, citizens and business, which makes it necessary to consider the most effective practices in this area to improve the quality of public administration. The purpose of the study is to identify the main factors of the formation of a reputation resource, as well as the formation of recommendations for the introduction of a citizen-centric approach in public administration based on the study of foreign and domestic experience. For this purpose, the article examines scientific research by Russian and foreign authors on the formation and evaluation of reputational resources, compares regulatory legal acts and practices of leading countries on the implementation of public administration practices that meet the citizen-centric approach. The main factors forming a reputation are: citizen-centricity, public positioning and socio-economic conditions. Regarding the foreign experience of implementing a citizen-centric approach in public administration, it is concluded that there is a wide diversification of methods for implementing this approach. It is related to the profiling of citizens and the maintenance of a register of life situations, the design and reengineering of services, motivation and KPIs of civil servants. Russia has already established a regulatory framework for the development of a citizen-centric approach in public administration, there are pilot regions for the introduction of citizen-centricity in various services. However, there is a lack of framework requirements for the introduction of a citizen-centered approach in terms of motivation of civil servants and KPIs of their activities in Russian practice. This aspect leaves room for the introduction of best practices in the field of citizen-centricity and is an incentive for further research in this area.

МОТИВАЦИЯ ГОСУДАРСТВЕННЫХ СЛУЖАЩИХ И ПУТИ ЕЕ СОВЕРШЕНСТВОВАНИЯ

Motivation is the most important tool in the activities of civil servants. Each leader in any organization must properly manage any kind of resources in order to competently organize the activities of the entire organization. The success of any organization depends on how the manager manages property resources and motivates employees. A properly formed system of motivation of civil servants will increase the effectiveness and efficiency of the organization.

Mechanisms of motivation of civil servants

Mechanisms of motivation of civil servants