Factors That Motivate Public and Private Sector Managers: A Comparison

Abstract

t would seem that middle managers in business and industrial organizations (private sector) would be similarly motivated as middle managers in state, county and local \m m\ government (public sector). With this premise, a study was conducted to examine the similarities and differences in the managers in the two sectors. As a model for the study, the research study conducted by Frederick Herzberg during the 1950s was replicated.This paper is a report on the study which includes the study methodology, materials used, procedure, a summary of Frederick Herzberg's Two-Factor Theory of Motivation, findings, discussion, and comments about the study.Questionnaires were sent to sixty-five middle managers in Western New York. The mana gers represented state, county and local governments in the public sector, and business and industrial organizations in the private sector. Of the sixty-five questionnaires distributed forty-two (66 percent) were returned and included in this analysis. All participants have completed a minimum of four years of college education. Also, they participated voluntarily and did not receive any form of compensation.The survey instrument used was a Human Motivation Questionnaire developed specifically for this study. The questionnaire essentially asked the respondents to focus on two parts: first, identify the things you feel good about in your job, and second, identify the things you feel bad about in your job. The instrument was designed with the intent of replicating Herzberg's research with a much smaller group of professionals.The participants were individually contacted to determine their willingness to participate in the study. The survey instrument was mailed to the participant's home or office, with in structions to complete it and return it within five days. The completed questionnaires gave no indication of the name of the respondent, or their government, or firm affiliation. There fore, analysis was conducted based on the information submitted. Personal interviews were not conducted.Frederick Herzberg and his associates developed a need-based model of motivation. The model was based on a study of 200 engineers and accountants.

Work motivation in the Hellenic extended public sector: an empirical investigation

“…The educational level parameter was also found to be linearly related to intrinsic rewards, indicating that the appropriate motivation of more educated employees requires a combination of both extrinsic incentives and intrinsic motives. Finally, in accordance with the works of Van Yperen and Hagedoorn (2003) and Nowlin (1982), our results also confirm that high job demands increase intrinsic motivation and public managers link the level of their performance with the content aspects of the job (F ¼ 44, significant at .0001). Concerning extrinsic motivation, statistically significant differences can be traced within the age group and the gender of respondents (F ¼ 6.11 and t ¼ 5.49, both significant at .001).…”

Comparing Public and Private Employees' Job Satisfaction and Turnover

“…Public employees seem to value the intrinsic aspects of their jobs equally strongly as private employees. 40 This study contributes to the literature by clarifying the validities of the various conjectures about the causes of lower productivity in the public sector. Lower satisfaction, lower turnover intentions, and a weaker relationship between public employees' job satisfaction and turnover intentions are all possible factors contributing to lower productivity.…”

Do Employees Behave Differently In Public- Vs Private-Sector Organizations?

“…6 We did not include comparative studies that did not contain any statistical analysis (e.g. Bowman 1976;Nowlin 1982).…”