Organizações públicas vêm adotando modelos de mensuração de desempenho (MMD), a exemplo da iniciativa privada, buscando gerar incentivos à eficiência de equipes de servidores. Este trabalho analisou o MMD da Secretaria da Fazenda de um dos Estados do Brasil e identificou que, a partir das metas pactuadas pela equipe diretiva da secretaria, a organização opera em um regime de folga orçamentária, em um ambiente organizacional de menor tensão em relação ao atingimento das metas e consequente gratificação. Através de séries históricas (Jan./07 a Jun./09) do desempenho individual mensal de 950 servidores públicos que atuam como fiscais, foram comparados o nível de atingimento das metas tributárias e administrativas. Adicionalmente, tais evidências foram trianguladas com observações participativas e análises documentais. Apesar da folga orçamentária detectada na utilização de metas com alta probabilidade de atingimento, o desempenho nas tarefas administrativas duplicou no último ano analisado, evidência de que o nível de esforço individual cresceu apesar do incentivo pecuniário ser garantido em um nível menor de esforço. Assim, como em outras pesquisas em organizações públicas, discute-se a existência de uma motivação intrínseca no servidor. / Public organizations have been adopting performance measurement models (MMD), taking as example the private initiative, seeking to create incentives to the efficiency of servants teams. This assignment analyzed the MMD of the Department of Taxation of a Brazilian State and identified that, considering the goal agreed by the management team of the department, the organization operates in a regime of budgetary slack, in an organizational environment of lower pressure in relation of the goals achievement and consequent reward. Through historical series (Jan./07 to June/09) of the individual monthly performance of 950 civil servants acting as fiscals, it was compared the achievement level of the tributary and administrative goals. Additionally, such evidences were triangulated with participative observations and documental analysis. In spite of the budgetary slack detected in the use of goals with high achievement probability, the performance in the administrative tasks doubled in the last year analyzed, evidence that the individual effort level increased, despite the fact that the pecuniary incentive is guaranteed in a lower level of effort. Therefore, as in other researches in public organizations, it is discussed the existence of an intrinsic motivation in the servant.

No description available.

The goal of this exploratory study is to examine the effects of public service motivation (PSM) in predicting decision-making of criminal justice personnel (reentry managers) in the management of former prisoners. The overarching research question seeks to answer if, and in what way, PSM score influences reentry managers' approach to their work with the formerly incarcerated, who are in transition from prison back into the community. The main assumption of this study is that those reentry managers with a higher PSM score will be more inclined to take an assistance oriented approach with former prisoners and be more likely to make rehabilitative decisions than those with lower PSM scores, who will be more inclined to assume a punitive role. This study utilized binomial logistic regression and chi-square analysis to test hypotheses. Survey data was collected over a period of three months in the summer and fall of 2014, and was based upon a national sample of 108 reentry managers whose agencies had received funding from a federal reentry grant. Follow-up interviews were also conducted with nine participants to provide deeper understanding of responses and explain some of the quantitative findings. Overall findings supported the key assumption with the overall sample possessing medium to high PSM scores and a greater frequency of making rehabilitative decisions.

This study examines 1) whether the different expenditure mechanisms used by the National Institutes of Health (NIH) invite different sources of influences on the budget process and thus on the expenditure outcomes and 2) whether the frequent use of omnibus appropriations bills since 1996 has changed budget levels of the institutes under the NIH. The NIH uses two major expenditure mechanisms with very different beneficiary groups: the principal investigator-initiated Research Project Grants and Intramural Research. Drawing on theories of motivations of public officials and of political clout of agency heads and considering empirical studies of the effect of omnibus legislation, this study reveals the following: 1) directors with more public service experience are more successful in securing a higher budget for their institutes; 2) while the directors are found to be driven by public service motivation, when it comes to expenditure allocation between two different mechanisms, they behave in a self-interested manner, representing the interests of the institutional sectors where they have developed close relationships; 3) with ever-increasing budgets between 1983 and 2005, the institute directors have chosen to seek higher budgets rather than merely avoid the risk of budget cuts; 4) although the advisory boards are purportedly used to seek private input for the priority setting, they tend to increase intramural more than external research project grant expenditures; 5) the practice of omnibus appropriations bills significantly benefits the institutes under the NIH such that with omnibus legislation the institutes' total expenditures have more than doubled controlling the other factors; and 6) there are significant differences in the effects of the director's public experience and the number of advisory boards and their membership both (i) between disease-focused institutes and nondisease institutes and (ii) with and without omnibus legislation. The effects of the director's public service experience and the advisory boards have more budgetary impact in the general science-focused institutes than in their disease-focused counterparts. The influence of the advisory board and of the institute director's public service experience on the individual institute's expenditure level is significantly diminished by the frequent use of omnibus appropriations bills.

Submitted by Dolores Teixeira de Brito (doloresbrito@terra.com.br) on 2016-11-10T01:40:39Z No. of bitstreams: 1 Dissertation_Dolores_2016.pdf: 1510340 bytes, checksum: 812ca360631a36fc0b07ea8604353e10 (MD5) / Approved for entry into archive by ÁUREA CORRÊA DA FONSECA CORRÊA DA FONSECA (aurea.fonseca@fgv.br) on 2016-11-11T13:15:35Z (GMT) No. of bitstreams: 1 Dissertation_Dolores_2016.pdf: 1510340 bytes, checksum: 812ca360631a36fc0b07ea8604353e10 (MD5) / Made available in DSpace on 2016-12-06T11:25:25Z (GMT). No. of bitstreams: 1 Dissertation_Dolores_2016.pdf: 1510340 bytes, checksum: 812ca360631a36fc0b07ea8604353e10 (MD5) Previous issue date: 2016-10-03 / Although Public Service Motivation theory (PSM) has been widely studied since Perry’s 1996 seminal work, including studies in different countries, there are still gaps in the literature regarding the emergence of PSM (wright 2008), its implications for public-sector employees recruitment and intake process, and its potential effects on job performance, particularly in an emerging country such as Brazil. In order to study public service motivation in Brazil, and its evolution from recruitment through retention, we carried a quantitative and qualitative research in a Brazilian regulatory agency, the Brazilian National Agency of Petroleum, Natural Gas and Biofuels (ANP), a public sector organization, and in a hybrid organization, Petrobras, an oil and gas company, a previously state-owned enterprise. Although Petrobras has now opened its capital and the hiring regime differs from public sector organizations, its capital is still majoritarily in the hands of the state and the agency ethos is still predominantly a public sector one. Therefore, this paper explores how the PSM construct, as proposed by James Perry (1990), applies to the Brazilian reality and suggests new elements for a new construct for a Brazilian PSM concept. Indeed, the data collected bears evidence that PSM as initially proposed in the cited study is not relevant to determine public service recruitment and entry motivation in Brazil. Values such as mission are not the reasons why Brazilian employees feel attracted to the public service. Nevertheless, once in the job, retention of such employees might result of a socially developed motivation and belief in the values regarding the mission of public organizations. This study also shows that the conditions of entry, as well as the progression paths before and after the recruitment are unique and peculiar to the Brazilian public sector entry mode. This study used a two-folded methodological approach: first, the author applied a survey to employees in both organizations using Perry ́s proposed survey instrument to test whether the PSM construct applied to the Brazilian case. Second, in-depth semi-strucutured interviews were carried out with employees in both organizations in order to collect data about specific features of motivation. This paper then concludes that the PSM concept must be redefined for the Brazilian case and that public service motivation is socially constructed on the job. Finally, the findings show that there is a unique dynamic in the Brazilian public service: given how competitive public examinations are, before recruitment, employees go through several competitive exams, erratically. They initially apply to very competitive and highly paid positions and, if they do not pass, they apply to lesser and lesser competitive positions until they pass. This characterizes a downward selection process. Conversely, once they have passed the examination, they start to compete for jobs that are higher paid, in an upward progression mode. Chosen jobs are not necessarily along the same profession lines. However, during the upward progression within the public sector, motivation and identity with the public sector emerges.

臺北市消防人員自2015年起試辦「加發危險職務加給加成」政策，該政策實施迄今已3年餘，本研究藉該政策探討臺北市消防人員公共服務動機理論及薪資滿意度與離職傾向之關係。本研究主要採問卷調查法，另輔以質性訪談印證及補強問卷之不足；量化部分就臺北市現支領「加發危險職務加給加成者」為研究對象，實際有效問卷為1,209份，問卷回覆率為81%，以SPSS for Window 20.0統計套裝軟體進行資料處理分析，採描述性統計及推論性統計分析（信度分析、獨立樣本t檢定、單因子變異數分析及皮爾森積差相關等）；訪談部分以滾雪球方式，訪談2位現職臺北市消防人員及2位離職臺北市消防人員，研究結果如下，公共服務動機越高之消防人員離職傾向越低；薪資滿意度越高之消防人員離職傾向越低。 另依訪談者所填覆之簡要問卷及訪談內容，皆與量化結果略為相符，並從訪談內容發現，雖消防工作中最具激勵效果為內在激勵之助人成就感，但若藉以減緩離職傾向而言，仍略顯不足，尚須自消防工作之各實質外在工作層面考量，方能減緩人員離職傾向。本研究結果顯示臺北市消防人員具高度公共服務動機，且公共服務動機及薪資滿意度皆與離職傾向有顯著關係，爰主管機關應審慎考量盡速讓試辦政策納入法規常態發放，俾憑減緩消防人員之離職傾向。 關鍵字：公共服務動機、薪資滿意度、離職傾向 / The Taipei City Fire Department has initiated the policy of “Adding bonuses to those with dangerous duties” since 2015. The aforementioned policy has been implemented for more than three years. This study tries to explore this policy focusing primarily on the impacts of public service motivation (PSM) and compensation satisfaction on Taipei City firefighters’ turnover intention. This study adopts the questionnaire survey method, supplemented by qualitative interviews to verify and reinforce the results. The questionnaires were distributed to the Taipei City firefighters who received the dangerous duties bonuses. The total number of valid respondents was 1, 209 with a valid response rate of 81%. Descriptive statistics and inferential statistics (including the reliability test, t-test, one-way ANOVA, and Pearson correlation) were conducted using SPSS for Window 20.0. The snowball sampling method was chosen to find the interviewees, including two incumbent Taipei City firefighters and two resigned firefighters. Results of this study were twofold: first, a firefighter’s PSM was negatively associated with his/her turnover intention; second, a firefighter’s satisfaction on the compensation was also negatively associated with his/her turnover intention. Responses obtained from the interviews were consistent with the survey results. According to the interviewees, it is found that the intrinsic motivation, the accomplishment of helping others, is a critical element for the firefighters to perform their services. However, intrinsic motivation is still insufficient to reduce the their turnover intention. It is necessary to consider improving the work conditions of their work at the same time, which, in fact, is the most effective way to reduce firefighters’ turnover intention. The authorities, therefore, should consider rules and regulations regarding this matter and, thereafter, legalizing them as soon as possible to keep the firefighters. Keywords: public service motivation, compensation satisfaction, turnover intention

Public Service Motivation is a concept of a rather short history. It refers to an altruistic form of motivation to serve the interests of a broader community and appears in the way individuals react towards motives grounded mainly within public institutions. Public administration literature claims that some people have a set of attributes making them more predisposed to positively react towards the special calling of contributing to the community. Although Public Service Motivation has received increased interest from researchers, there is lack of research about the concept within Swedish context.   Understanding the concept of Public Service Motivation and its underlying antecedents can contribute with solutions to problems faced by public institutions. Previous research suggests antecedents of three main categories: individual, socio-historical and organizational. The individuals are motivated by their unique norms and emotions, events and experiences that shape their beliefs and organizational codes of conduct that emphasize or constrain individuals’ behavior. This study aims to fill the gap of lacking research about Public Service motivation within the Swedish context by examining the impact of potential antecedents concerning all three categories.   The data necessary to conduct this study was gathered by an online survey distributed among all Swedish municipalities, addressing managers and employees mainly with an administrative role. The study provided some interesting results which can possibly bring theoretical and practical contributions for the future. It has been demonstrated that individuals’ openness and perseverance, along with positive parental socialization, religiousness and political ideology affects Public Service Motivation. The study also showed that individuals that feel satisfied with their job and individuals who achieved managerial position have a higher Public Service Motivation.    Public Service Motivation is a topic that is increasingly recognized and debated. However, there is still room for future studies, especially within Swedish context. This study provided research about antecedents of Public Service Motivation and a study of effects could serve as a fine complement.

Employee job satisfaction of public sector professionals: The roles of public safety work and public service motivation

The U.S. Housing and Urban Development (HUD) Agency provides Community Development Block Grant (CDBG) funding to state and local governments, giving them broad flexibility to design and implement community projects. The CDBG program emphasizes that public hearings are a requirement to obtain federal funding at the state and local levels. Also, HUD lists several other public participation methods that can be used in addition to public hearings. Further, the extant literature on public participation emphasizes the prevalent use of one method, public hearings, compared to the use of other more engaging techniques. Despite the availability of different methods that may be more engaging, administrators continue to engage the public through the use of public hearings. This study explores the motivation and identity of public administrators in local government, implementing public participation programs. Using a multi-site case study based on fifteen interviews with officials from various localities across the Commonwealth of Virginia, I found that administrators held onto their identity as public servants but might have had difficulty staying motivated to do public engagement work when they perceived that there were impediments in the work environment. Another interesting finding is that these obstacles created tensions between the public servants and their respective organization, leading to fewer performance outcomes among the administrators. Further, the administrators' characteristics (identity) such as job tenure, rank, education, age, and gender, along with their public service motivation, might have impacted their actions and behavior in the public sector environment. I also found that administrators who wanted to do more, commonly reported they were situated in a work environment that limited their ability to do more. I found that the work environment and the identity (personal characteristics and public service motivation) could influence the public service behavioral outcomes of administrators. The interview data pointed out a complex picture of the tensions existing between the institution and the individual. The research revealed that public administrators often adhered to their role as public servants but were faced with dynamics that interacted with their performances. From these findings, administrators must look pass those informal and formal influences that prevent them from staying engaged with their roles as public servants and find ways to give citizens meaningful opportunities to have input into the government decision-making process. / Doctor of Philosophy / This research sought to discover the public administrators' identities and their motivation for engaging in public participation, along with understanding their roles as public servants. To examine this further, the researcher captured how administrators have engaged the public and how they have documented this engagement in their citizen participation plans. The findings showed that public administrators were committed to their identities as public servants and continued to perform in this capacity despite some of the barriers that may have prevented them from having meaningful engagement opportunities with the public.

Inledning: Tidigare studier visar att det måste finnas en balans mellan monetära och icke-monetära belöningar. Då den offentliga sektorn finansieras med skattemedel är dock möjligheten till monetära belöningar begränsad vilket kan ha en påverkan på belöningssystemets balans. Studiens syfte är således att undersöka eventuella skillnader mellan monetära och icke-monetära belöningssystem kopplat till motivation samt hur balansen mellan dessa uppnås inom offentlig sektor. Litteraturgenomgång: Under denna rubrik upphämtas information om olika motivationsteorier som bland annat Maslow (1943) och Herzberg (1968) har gjort. Sedan upphämtas även information om motivationsteorierna Public Service Motivation och Self Determination Theory. Det ges även en genomgång på vad belöningssystem, monetära belöningar samt icke-monetära belöningar är samt en presentation av belöningssystem inom offentlig sektor.Metod: För att besvara studiens frågeställningar används en kvalitativ ansats genom semistrukturerade intervjuer. Detta eftersom medarbetarnas upplevelser av belöningssystemet skulle undersökas. Urvalet består av ekonomer anställda i två svenska kommuner (Sunne/Torsby). Resultat: Studien visar att monetära belöningar inte har någon större påverkan på medarbetarnas motivation i deras dagliga arbete men att icke-monetära belöningar både påverkar deras prestation och effektivitet i arbetet. Bristande monetära belöningar kan dock vara en anledning till att lämna offentlig sektor. Analys, diskussion och slutsats: Slutsatsen dras att monetära belöningar är en förutsättning för att arbeta och för att inte känna missnöje och att den begränsade möjligheten till monetära belöningar inte har någon större inverkan på medarbetarnas motivation. De icke-monetära belöningar agerar däremot som motivatorer i större utsträckning och har en chans att nå medarbetarnas inre motivation. / Introduction: Former studies shows that it must be a balance between monetary and non-monetary rewards. The public service is financed with tax assets which sets an limitation of how much monetary rewards you can get, which also can affect the balance in the reward system. The study aims to explore if there are any differences between monetary and non-monetary rewards connected to motivation and how the balance between these can be achieved within the public service. Literature review: Within this heading are a few motivation theories, such as Maslow (1943) and Herzberg (1968) presented. The chapter also present information about the motivation theories Public Service Motivation and Self Determination Theory. Furthermore, explanations of the study’s central concepts reward system, monetary rewards and non-monetary rewards are given. This is followed by a presentation of previous research that examines different perspectives of public service reward systems. Method: To reciprocate the issues of the study, a qualitative approach through semi-structured interviews is applied. This because of the study’s purpose that aims to analyze the public service coworkers’ experiences of the reward system. The respondents are economists employed within two Swedish municipalities.Result: The study shows that monetary rewards have no significant impact on employees’ motivation in their daily work but that non-monetary rewards affect both their performance and efficiency in the work. However, lack of monetary rewards can be a reason to leave the public sector. Analysis, discussion and conclusion: It is concluded that monetary rewards are a prerequisite for working and not feeling dissatisfaction, and that the limited opportunity for monetary rewards has no major impact on employee’s motivation. The non-monetary rewards, on the other hand, act as motivators to a greater extent and have a chance to reach employees’ inner motivation.