Motivation Of Civil Servants Research Articles

THEORETICAL AND APPLIED FUNDAMENTALS OF DEVELOPMENT OF THE SYSTEM OF MOTIVATION OF CIVIL SERVANTS

Summary. Effective management is not possible without understanding the needs and motives of civil servants, and there is a need to properly use the incentive to work. In the current conditions in Ukraine at the current stage of development, the problem of motivating the personality of civil servants has become especially important, as solving the challenges facing society is possible only if the appropriate motivational principles are created that can motivate staff to civil service and effective activities. In public administration, motivation is a very complex and controversial process that differs from other areas of human activity, because civil servants are primarily people who manage other people. The main purpose of civil servants is based on solving the tasks of the state in ensuring the welfare of members of society, public interests based on the principles and provisions established by law: the Constitution, basic laws on these issues, other regulations. The effectiveness of the civil service depends on the quality of work of civil servants, which, first of all, depends on the behavior inherent in them. It is necessary to find out what motives drive a person, which stimulates him to perform activities, and which limit, and only then you need to develop a system of motivation that will form the vector that is necessary for the organization. Peculiarities of work motivation in public administration form a special interest, given the level of responsibility that falls on the shoulders of civil servants. The purpose of the study is to form guidelines for the development of the system of motivation of civil servants in Ukraine. The research used the method of theoretical generalization and concretization; analysis and synthesis – in order to study the state of the researched problems. The article defines the theoretical principles and system­forming principles of motivation in the civil service, analyzes the main stages of motivation of civil servants, describes the requirements for the motivation system in the civil service, identifies effective motivation factors in designing activities, analyzes a number of requirements for the system. basic approaches to the choice of motivation strategy of the civil service with justification for choosing the most effective at this stage of development. As a result of the research the purpose of the article is fulfilled. In particular, it is determined that the main reference point in the development of the motivational system should be the study and development of the personality of a civil servant. Specialists in the formation of the motivational system should study staff as individuals; to study the living conditions of the family of workers, the level of their material and social expectations; to determine the expediency and compliance of the employee with the position, workplace; the level of its competence, growth reserve; determine the level of social needs, especially of leaders; to make a socio­psychological portrait of a civil servant and assess the level of his professional suitability, creating the following questions: how the employee thinks about himself, how others think about him, who he really is. With the help of various methods of personnel evaluation, pecialists should help each person to understand himself, to determine life goals, his place in the civil service, to give a person the opportunity for self­realization and self­development.

THE ROLE OF WORK MOTIVATION IN MEDIATING EFFECT OF PROFESSIONALISM ON EMPLOYEE PERFORMANCE

This research was conducted to analyze the importance of professionalism in influencing civil servants' work motivation and performance in Makassar City. It also analyzes the role of work motivation as an intervening variable in seeing the effect of professionalism on employee performance. This research is a survey research using a quantitative research approach. In this study, Respondents were 80 employees who were civil servants in Makassar City, with the sampling technique using random sampling. Researchers used path analysis techniques with AMOS software and Sobel test to see the indirect effect in analyzing the data. The research results prove that the higher the professionalism, the higher the work motivation of civil servants in Makassar City, and the resulting performance will also increase. High work motivation can also improve employee performance. Furthermore, these findings also prove that work motivation plays an important role in mediating the effect of professionalism on civil servants' performance in Makassar City significantly.

MOTIVATION OF CIVIL SERVICE IN UKRAINE

The article is devoted to the actual issues of the civil service reform in the direction of motivating the civil service, where a personal interest of a public servant is the key to the success of execution of the government tasks that are necessary to perform state functions at the appropriate professional level. An analysis of the existing features of the motivation of the civil service, which are determined in accordance with current regulations in Ukraine, was performed. The possibilities of improving the modern civil service as part of effective public administration by forming effective proposals, which are based on the analysis of the experience of European countries, were identified. The analysis of the legislative and regulatory framework in the field of civil service revealed problematic issues regarding the unequal of the financial remuneration of employees. The current state of ensuring the remuneration of civil servants was assessed. The formation of the salary of employees with mandatory and incentive payments in relation to the minimum wage in the country as of December 2020 was analyzed. Intangible motivations, such as positive honors (awards) for achievements in the professional activity of civil servants, offering remote work, and encouraging employees with corporate culture, which can be used by the head of the civil service office to create a favorable positive atmosphere. Contrary, in certain situations in a public body, negative incentives, e.g. punishment for improper performance of duties or inaction, were investigated. The peculiarities of the motivation of the civil service in Ukraine were identified taking into account experience of France in building a career matrix for the promotion of civil servants in public administration. Shortcomings in the practical components of the application of motivation in working with staff are partially revealed. The directions of reforming and methodical approaches of the civil service in terms of motivation were suggested. The ways of solving and improving the mechanisms of realization of the state policy in the sphere of civil service, namely the improvement of the system of motivation of civil servants were offered. The practical components of motivation were revealed, new mechanisms for improving the implementation of civil service reform were proposed.

Business Methods for Certification of Government Employees in the Russian Federation: Problems and Prospects

This article provides a brief overview of the ongoing changes in the methodology for evaluating and selecting personnel in government agencies of the Russian Federation. The author analyzes the details of ongoing reforms in the current macroeconomic context. The article covers expected consequences of the planned unified approach to certification of civil servants in all state bodies of the Russian Federation using examples of existing business structures that already use the new methods. The author comes to the conclusion that disproportionate powers of managers in any departments and strictly formalized criteria for certification of civil servants, which came from the commercial sphere, will negatively affect the motivation of civil servants, the quality of their work with citizens, and lead to erosion of the civil service ethics. The ongoing reform may potentially result in a loss of public trust to state institutions.

COMPARATIVE ANALYSIS OF MOTIVATION OF CIVIL SERVANTS AND PUBLIC SERVANTS IN THE LOCAL STATE ADMINISTRATION – CASE STUDY OF SLOVAKIA

The topic of public service motivation is very actual. In several countries, including Slovakia, the public administration employees are divided into two major groups, which are civil servants and public servants. The civil servants are the state employees, while public servants are doing public service work. As we meet these two groups of employees in the public administration, who in terms of job and working conditions perform different tasks and receive different wages and benefits, we assumed, there is a difference in their motivation level. Therefore, the aim of this paper is to present a comparative analysis of motivation of civil servants and public servants in the local state administration of Slovakia. In order to carry out the research, one of the basic methods of quantitative research was chosen, the questionnaire survey. The results of the research are mainly highlighting the differences between two groups of employees working in the local state administration.

Pengaruh kenaikan pangkat terhadap motivasi kerja Pegawai Negeri Sipil pada Dinas Pendidikan Kota Jambi

The purpose of this study was to determine the description of promotion to the work motivation of civil servants and the effect of promotion on the work motivation of civil servants at the Jambi City Education Office. The sampling method uses a non-probability sampling method with an accidental sampling technique. The number of samples in this study amounted to 53 respondents obtained from the Slovin formula. The method of statistical analysis in this study consists of simple linear regression analysis, analysis of the coefficient of determination, and partial significance testing (t-test). The results of this study indicate that the promotion of civil servants of the Jambi City Education Office is in the category of many and work motivation is in the high category, then partially the promotion variable has a significant effect on the work motivation of the Civil Servants of the Jambi City Education Office. Therefore, the Jambi City Education Office must be able to maintain and try to continue to increase the promotion and work motivation.

Public Service Motivation Measurement: A Test of Perry's Scale in Indonesia

This article proposes and tests a ‘shorter version of the instrument for public service motivation based on Perry’s (1996) exploratory 24-item scale for Indonesia civil servants in five big cities, inter alia, Jakarta, Surabaya, Semarang, Makassar, and Medan. Of 1200 respondents, 904 completed the questionnaire, and 800 questionnaires were determined to be feasible for further analysis. Thus, the response rate was 88.50% the results indicated support for the shortened scale of Perry’s original work on investigating the Public Service Motivation (PSM) of Indonesia civil servants in sample cities. The 10-item scale was based on four factors PSM, inter alia Attraction to Policy Making (APM), Commitment to the Public Interest (CPI), Compassion (COM), Self-Sacrifice (SS). Results also showed that, generally PSM for civil servant with basic positions in city government offices, in five cities tends to vary. The research results are expected to enhance our understanding about the importance of factors that influence the motivation of civil servants in providing public services to the general public. However, the limitation of the study lies in the small sample which is drawn from only five large cities in Indonesia.

Нематериальные формы мотивации государственных гражданских служащих к эффективной и результативной профессиональной служебной деятельности (Intangible Forms of Motivation of Civil Servants to Effective and Efficient Professional Service Activities)

Russian Abstract: Серьезные изменения, проходящие в наши дни в государственном секторе обусловлены необходимостью модернизации системы регулирования труда государственных служащих. Основы проблемных зон существующей системы лежат, в первую очередь, в отсутствии эффективной системы мотивации труда государственных гражданских служащих, которая на данным момент времени представляет собой совокупность регламентов и должностных инструкций, не охватывающих весь спектр специфики работы чиновников. Помимо низкого уровня заработной платы и построенной «на выслуге лет» системы поощрения труда, следствием отсутствия системы мотивации является также и низкий уровень престижности работы в государственных органах. Это одна из основных причин, по которой молодые специалисты предпочитают работу в коммерческих организациях государственным органам. Также стоит отметить факт отсутствия комплексных исследований, направленных на изучение особенностей мотивации профессиональной деятельности в сфере государственной гражданской службы. В этих условиях актуальным представляется новый взгляд на роль и значение нематериальных форм мотивации и их применения, в первую очередь, в контексте управления мотивацией государственных служащих. English Abstract: The increasing complexity and change of the political and economic situation in the country and the world make it necessary to increase the efficiency and effectiveness of the professional activities of public servants. Management of motivation of civil servants is becoming one of the key management functions to effectively solve this problem. Currently, the system of motivation of civil servants is more focused on the material component of motivation. At the same time, as shown by diagnostic practice and modern research, for civil servants themselves often the material component is not a leading factor in their personal and professional development in the public service. Completely different motives of personal, psychological and professional plan come to the fore. In these conditions, a new view on the role and importance of non-material forms of motivation and their application, primarily in the context of management of motivation of civil servants, is relevant.

Долгосрочные мотивации на государственной гражданской службе

The research is aimed at solving the problems of applying long-term motivation to work in the civil service and municipal service. In the civil service, the problem of reducing motivation, which affects the stability of the staff and its professional level, remains. Scientists are given a mixed assessment of the long-term motivations of the delayed nature of incentives as effective methods of stabilization of the personnel. Therefore, the purpose of the work is to answer the question: what is the value of long-term motivation to work when motivating officials to enter the civil service and serve. The methodological basis of the study includes the theory of expectation of V. Vroom, the concept of level motivation of V. Teplov, as well as the works of leading Russian and foreign scientists on the problems of motivation of officials. The study used methods of system analysis, General scientific methods. To achieve this goal, the theory and practice of long-term motivation for work are analyzed, the relationship between long-term motivation and state guarantees of civil servants is established, the attitude of officials to state guarantees is studied, and a study of motivation of civil servants on the basis of two Executive bodies of the Kurgan region in 2018, which was attended by 98 civil servants. The results of the study showed that the majority of officials, among the respondents, long-term motivation in the form of state guarantees of the civil service are perceived as leading motivation for entering the public service and service, and, of particular importance are state guarantees of a social nature. The results confirmed the hypothesis of the importance of long-term motivation to work in the public service, the consolidation of officials in the service and motivation of their activities. The results of the study can be used to improve the Institute of personnel management in the public civil and municipal service. As a prospect for the study of long-term motivations, it seems appropriate to assess the effectiveness of their application in the public civil service of the Russian Federation.

FACTORS AFFECTING WORK MOTIVATION OF CIVIL SERVANTS IN THUA THIEN HUE PROVINCIAL PEOPLE'S COMMITTEE

Abstract: The purpose of this study is to examine the factors affecting the motivation of civil servants at the People's Committee of Thua Thien Hue province. Based on data collected from 181 officers at the People's Committee of Thua Thien Hue Province, researchers processed all data by SPSS with some techniques such as: descriptive statistics, Cronbach's Alpha, Exploratory Factor Analysis (EFA) and Multivariate Regression Analysis... The research results show that there are 6 factors affecting the motivation of officers at the People's Committee of Thua Thien Hue province, including: (i) Working conditions; (ii) Nature of work; (iii) Career development opportunities; (iv) Income and benefits; (v) Relationship with leaders and (vi) Relationships with colleagues. Based on the research results, a number of solutions have been proposed to improve the work motivation in the People's Committee of Thua Thien Hue.Keywords: work motivation, civil servants, Thua Thien Hue Provincial People's Committee

Motivation of civil servants: the need for a systematic approach

In this article the questions of motivation are considered through the prism of motivation management on the basis of understanding the specifics of the state of motivational and need sphere of civil servants. The results of the analysis of the features of labor motivation during the personnel audit in the regional authorities of one of the subjects of the Russian Federation, which confirms the thesis of the need to distinguish motivation from satisfaction. The paper presents an analysis of studies of domestic and foreign authors on the specifics of the motivation of civil servants. It is concluded that most of the studies contain recommendations aimed at improving the satisfaction of employees, rather than improving the efficiency and effectiveness of their activities. Based on the analysis, the main elements of the system of incentives for civil servants were developed.

Motivational Incentives of Civil Servants in Lithuanian Municipalities

Effective public management cannot be imagined without an efficiently functioning civil service apparatus. It is often stated that people working in the civil service are driven by idealistic motives, however, to ensure the implementation of the state's objectives, the efficiency and quality of civil servant activities, adequate motivational incentives of civil servants are necessary. The article analyzes theoretical and analytical aspects of the motivational incentives of civil servants: the concept of incentives for civil servants, their value and typology, empirical level of investigation and the experience in the motivation of civil servants at the level of the local government. Theoretical and analytical analysis revealed that the motivation system for civil servants must be balanced, based on the combination of monetary, moral, political, normative and emotional stimuli as well as responding to the motives of civil servants and increasing their job satisfaction. The results of the research showed that the civil servants in Lithuanian municipalities are mostly motivated by moral and normative, and less often by political and monetary incentives. Institutions mostly focus on the willingness of civil servants to contribute to the creation of a society's well-being, to carry out their duty to the public and to serve as well as loyalty and commitment to the institution and promotion of personal development. The study highlighted the importance of the management and direct management in motivating civil servants.DOI: http://dx.doi.org/10.5755/j01.ppaa.17.3.21952

STRATEGI PENINGKATAN MOTIVASI KERJA PEGAWAI MELALUI PENDEKATAN REWARD DAN PUNISHMENT PASCA PEMINDAHAN IBUKOTA (Studi Perpindahan Aktivitas Pemerintahan Di Provinsi Maluku Utara)

Sofifi's deciding as the capital of North Maluku-Province as to paragraph rule 9 verse 2 Invite Number 49 year 1999 about the Forming of North Maluku-Province, had gave in occupation Sofifi as government center. To to execute it constitutional obligation, the Government of North Maluku-Province must to move it government activity from Ternate to Sofifi. But policy the Government of North Maluku-Province mentioned its appear clapy beside hand because to its statement the Civil Country Employee yet ready and to undergo motivate descendant . 
 
 The purpose of this study was to determine the cause of the Civil Servants Work Motivation North Maluku province tends to decrease after the transfer of the capital from Ternate to Sofifi and efforts to find out what will be done by the North Maluku provincial government in order to increase the motivation of civil servants North Maluku province after the transfer of the capital from Ternate to Sofifi. In this study, the writer used descriptive qualitative approach. The data was collected through interviews and documentation using probability sampling techniques were allotted to civil secretariat North Maluku province.
 
 From the results of research and discussion, the authors conclude that there are several factors that cause decreased motivation of civil servants working in North Moluccas province after relocation of the capital from Ternate to Sofifi including transport factors, weather factors, factors shelter and clean water factor. The attempts that will be made by the Provincial Government of North Maluku improve the motivation of civil servants in the province of North Moluccas after the transfer of the capital from Ternate to Sofifi among other allowances, provision of housing facilities, provision of clean water, provision of information and communication technology facilities, provision of rewards and penalties to civil servants North Moluccas province that was not disciplined.

MOTIVATION OF CIVIL SERVANTS FROM ARCHETYPICAL APPROACH PERSPECTIVE: THEORY AND PROBLEM ISSUES

The theoretical bases of motivation of civil servants are considered in the article. The description of the basic motivational theories is presented. Substantive theories of motivation (A. Maslow, K. Alderfer, D. McCleland, F. Hertzberg) are based on the analysis of the motivational sphere of a person, on the direct relationship between satisfaction/dissatisfaction of human needs and motivation. In the procedural theories of motivation (V. Vroom, J. Adams, E. Lock, Porter-Lawler theory), the process of motivation is studied and attention is focused on the influence of external factors on the motivation of a person. On the basis of a review of the achievements of the scientific foundations of motivation, recommendations were made to the heads of the public administration authorities on the implementation of the motivation function. Generalized the main problems of labor motivation, typical for staff, regardless of the form of ownership of the organization. The following problems and obstacles in personnel motivation are identified: the complexity of research and determination of the motives of the individual, the problem of fairness in evaluating the performance of management and staff, dissatisfaction with hygiene factors, complex relationships in the team, inadequate expectations on the part of the employee, many innovations and changes in organization of work, monotony of activity, incompatibility of the worker’s qualification with the level of work, constant changes, stressful situations can cause apathy to slave father. Based on the results of the expert survey, the main problems of labor motivation in public administration bodies were identified. The system of motivating public servants has a number of shortcomings: dissatisfaction with the size of material security, the existence of state-wide interdepartmental and regional differences in the wage rates of civil servants, injustice with individual bonuses. The motivation of public servants is based on the opportunities for career growth, increasing competence, the prestige of working in government bodies, the stability of employment, job satisfaction, the amount of annual leave, good pensions and the opportunity to be involved in significant cases for society.

ORGANIZATIONAL CLIMATE FOR WORK MOTIVATION STIMULATION IN REGIONAL FINANCIAL AGENCY

This study aims to examine and analyze the effect of organizational climate on work motivation on government employees at Gorontalo Regional Finance Agency. The population and samples used in this study were 86 people taken at random and then the data obtained from the sample were analyzed by using simple regression analysis technique. The results of the analysis show that the organizational climate does not affect the work motivation of civil servants. Of the many factors that can influence work motivation, the organizational climate has no contribution to that influence.

Achievement motivation features of female servants of government and local self-government bodies

The article makes the theoretical analysis of the features of professional performance of civil servants and officials of local self-government bodies. The significant level of staff turnover among civil servants and the significant level of registered unemployed among the persons who had previously worked in these structures was revealed.The article carries out the theoretical analysis of psychological researches, which testify to the existence of direct correlation between the level of achievement motivation and success in an entrepreneurial activity.The purpose has been set to study the peculiar properties of achievement motivation of civil servants and officials of local self-government bodies.The researches have shown that the level of motivation for the achievement has a straightforward connection with the success of entrepreneurship. The purpose is to study the peculiarities of the motivation of achievement of civil servants and officials of local self-government bodies.There is the possibility for engagement of fired civil servants to entrepreneurial activities. The empirical study of achievement motivation peculiarities of female employees has been conducted. A statistically significant inverse correlation between the level of achievement motivation and the length of civil service has been established.The paper substantiates the need in further research aimed at uncovering the factors responsible for the inverse correlation between the level of achievement motivation and the term of service in the civil service.

Мотивация деятельности государственных гражданских служащих как средство повышения эффективности государственной гражданской службы

The article has devoted to topical issues of motivation of employees of state bodies in the Russian Federation. The human factor is the main element of labor productivity and increase the efficiency of the organization. The development of a complex for improving the work of civil servants is one of the most important direction in increasing the efficiency of the public civil service. Civil servants -are the foundation of the state apparatus. In modern conditions, the effective functioning of the state apparatus is impossible without the active participation of civil servants in achieving national goals and objectives. The effectiveness of the activities of civil servants depends largely on their interest in the performance of official duties at a high level. One method of increasing the efficiency of the civil service can be a well-designed system of motivation. In order to avoid mismatch in understanding the motivation system, the author has formed the basic conceptual apparatus on the topic. It has established that the main means of managing the motivation of civil servants in Russia at present is cash payments. The author presents the components of the salary of a civil servant. The necessity of reform of public servants has substantiated. According to the results of the study conducted by the author, possible directions for improving the work activities of civil servants have formulated. A set of measures to improve the civil service in the Russian Federation has proposed, primarily, the introduction of an employment contract according to the «effective contract» principle is proposing. It has established that in relation to each public servant, when concluding an effective contract, his labor function, indicators and criteria for evaluating the effectiveness of activities should be specified, the amount of remuneration, the amount of incentives for achieving collective results of labor should be established. The main criteria for evaluating the activities of civil servants has proposed.

The Main Problems of the Existing Systems of Labor Motivation of Civil Servants and the Prospects for Overcoming them

The Main Problems of the Existing Systems of Labor Motivation of Civil Servants and the Prospects for Overcoming them

Analisis perpindahan jabatan terhadap motivasi kerja pegawai Negeri Sipil pada Sekretariat Daerah Kota Mojokerto

The purpose of this study are: 1) To prove the analysis of job change simultaneously to the motivation of civil servants work at the Secretariat of the City of Mojokerto. 2) To prove and analyze the analysis of job displacement partially to the work motivation of Civil Servants at the Regional Secretariat of Mojokerto City. 3) To prove and analyze which is more dominant between mutation and promotion of position to work motivation of Civil Servant at City Secretariat of Mojokerto. Number of subjects in a population of 218 people. In sampling, using simple random sampling system, Slovin formula using error rate of 5%, determined the number of samples 141.1 or 141 people. In this study the authors use multiple linear regression analysis techniques. The conclusion of this research is. 1) The results of the first hypothesis testing, the respondents gave an appreciation of the questionnaire distributed, therefore at this conclusion can be stated that the simultaneous influence of mutations and promotion of office against the motivation of civil servants work at the Secretariat of the City of Mojokerto. 2) The results of testing the second hypothesis, most of the respondents' answers lead to the conclusion that there is partial influence of mutation and promotion of office against the motivation of civil servants work at the Secretariat of the City of Mojokerto. 3) Based on the results of testing the third hypothesis, the dominant influence between mutation and promotion of office to the motivation of civil servants work at the Secretariat of Mojokerto.

THE ROLE OF WORK CULTURE IN THE SUCCESS OF BUREAUCRATIC REFORM IN INDONESIAN AGENCY FOR AGRICULTURAL RESEARCH AND DEVELOPMENT

This study aims to determine the effect of work culture and motivation on performance. This study uses secondary data and primary data which was collected through questionnaire’s survey from the government employees of Indonesian Agency for Agricultural Research and Development, Ministry of Agriculture. The population in this study a number of 7525 people, while the samples are taken as 176 respondents who are civil servants Balitbangtan. The method of analysis using Structural Equation Modeling (SEM) analysis. According to the method of Partial Least Square (PLS), work culture and motivation have a significant impact on performance. The study also showed that the most dominant factor influencing performance is the motivation. According to this result, Balitbangtan need to continue to improve the application of cultural values and motivation of civil servants because they have a direct impact on performance. Support from the systems, policies, and budgets is required to achieve good performance of employees, which is one indicator of the success of bureaucracy reform program.