Personality and Public Sector Employment

Maczulskij, Terhi; Viinikainen, Jutta

doi:10.2139/ssrn.3789385

Cited by 5 publications

(5 citation statements)

References 39 publications

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“…For example, public employees have a stronger motivation to work in a supportive environment (Buelens & van den Broeck, 2007), place more importance on sympathetic help from coworkers (Karl & Sutton, 1998), and focus more on colleagues and supervisors (Posner & Schmidt, 1996) than private employees. These results are consistent with the finding that sociability is positively related to public sector employment (Maczulskij & Viinikainen, 2021). Moreover, students for whom friendly coworkers are important feel more attracted to the public than to the private sector (Ko & Jun, 2015).…”

Section: Literature Review and Hypothesessupporting

confidence: 92%

“…This observation may lend further support to the assumption that pro-social employment attributes are likely to attract people to jobs in the public rather than the private sector. Still other research provides evidence that the personality trait of sociability is more prevalent among public employees than among private employees (Maczulskij & Viinikainen, 2021). A reasonable conclusion drawn from this finding is that public employees will respond more favorably to employment attributes such as teamwork and social support.…”

Section: Literature Review and Hypothesesmentioning

confidence: 99%

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What Drives the Attractiveness of Public and Private Employers? Comparative Evidence From an Online Employer Review Platform

Vogel,

Satzger

2023

The American Review of Public Administration

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Employees’ attraction to public or private employers is an issue of enduring practical concern and scholarly debate, with inconclusive evidence of both the levels and the drivers of employer attractiveness. This study builds on online reviews of more than 5,000 U.S.-based organizations by more than 200,000 current and former employees, using their recommendations as a behavioral and consequential measure of employer attractiveness. Results of a relative weight analysis show that public employees place less importance on altruistic and intrinsic attributes compared to their counterparts in the private sector when they recommend or do not recommend their employers, but more importance on social attributes; while no sector differences emerge for extrinsic and prestige attributes. These patterns remain stable when we focus on an industry with little occupational variation across the sectors. As some of these results contradict previous scholarship, they suggest that employer attractiveness at the post-entry stages of the human resource cycle, when preferences may change as a consequence of employee expectations and experience, is a puzzle that deserves more scholarly and practical attention.

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Section: Literature Review and Hypothesessupporting

confidence: 92%

Section: Literature Review and Hypothesesmentioning

confidence: 99%

What Drives the Attractiveness of Public and Private Employers? Comparative Evidence From an Online Employer Review Platform

Vogel,

Satzger

2023

The American Review of Public Administration

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“…Differences in disability retirement between the public and private sectors may also be related more broadly to the fact that different people end up working in different occupations and in different sectors. For example, personality traits and education are known to lead occupational choices [26][27][28]. Also, health and work ability may sort people to work in different sectors.…”

Section: Discussionmentioning

confidence: 99%

“…The following major groups of occupations were used: managers (ISCO code 1), professionals (2), technicians and associate professionals (3), clerical support workers (4), services and sales workers (5), skilled agricultural, forestry and fishery workers (6), craft and related trades workers (7), stationary plant and machine operators and assemblers (8), and elementary occupations (including occupations in the armed forces) (9,0). In addition, professionals were divided into health professionals (ISCO subcode 22), teaching professionals (23) and other professionals (21,24,25,26). Technicians and associate professionals were divided into health associate professionals (32) and other associate professionals (31,33,34,35).…”

Section: Occupational Groupsmentioning

confidence: 99%

Contribution of age, gender and occupational group to the higher risk of disability retirement among Finnish public sector employees

Polvinen

Laaksonen

2023

Scand J Public Health

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Background: The aim of this study was to examine the differences in disability retirement between public and private sector employees and to examine the contribution of age, gender and occupational group to the differences between the sectors. Methods: Our Finnish register data consisted of about two million non-retired men and women aged 30–62 years. Cox proportional hazard models were used to calculate hazard ratios for any, full and partial disability retirement in the public sector compared with the private sector. Results: The risk of any disability retirement was higher in the public sector than in the private sector in all occupational groups. The unadjusted hazard ratio ranged from 1.29 (95% CI 1.16–1.44) among teaching professionals to 2.25 (95% CI 1.95–2.58) among skilled agricultural, forestry and fishery workers. Adjustment for age and gender attenuated the differences between the sectors. After adjusting for age, gender and occupational group, the hazard ratio was 1.29 (95% CI 1.27–1.32) for any disability retirement and 2.02 (95% CI 1.96–2.08) for partial disability retirement, but there was no difference between the public sector and private sector employees for full disability retirement. Conclusions: Adjustment of age and gender attenuated the higher risk of disability retirement in the public sector, while adjustment for occupational group widened the sector differences in any and full disability retirement. The risk of partial disability retirement was higher in all occupational groups in the public sector than in the private sector. For full disability retirement, the differences between the sectors were small or non-existent.

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“…Our novel results based on the comparison of the FE models with the RE models suggest that the typically observed associations of employment sector and occupational exposures with SA may to a large extent be explained by unobserved individual characteristics. Underlying personal factors, eg, certain personality traits appear to influence both selection into particular work environments ( 39 – 42 ) and having a high likelihood of SA ( 28 , 29 , 43 ). In addition, work attitudes and values have been found to influence selection into particular employment sectors ( 44 – 46 ) and these factors may also be associated with the use of SA.…”

Section: Discussionmentioning

confidence: 99%

Associations of employment sector and occupational exposures with full and part-time sickness absence: random and fixed effects analyses on panel data

Hartikainen

Solovieva²,

Viikari‐Juntura³

et al. 2021

Scand J Work Environ Health

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Objective We aimed to investigate the influence of unobserved individual characteristics in explaining the effects of work-related factors on full (fSA) and part-time sickness absence (pSA). MethodsWe used register-based panel data for the period 2005-2016 on a 70% random sample of the Finnish working-age population. The relationships between employment sector and occupational exposures (% exposed to physically heavy work and job control score based on job exposure matrices) and the annual onset of fSA and pSA were investigated among men and women. First, random effects (RE) models were applied controlling for observed sociodemographic factors and then fixed effects (FE) models that examine within-individual changes over time and thereby further account for unobserved time-invariant individual characteristics. ResultsIn the RE analyses, public employment sector, physically heavy work and lower job control each increased the use of fSA and pSA among both genders. When unobserved individual characteristics were controlled for with the FE models, the effects on fSA attenuated. For pSA, the effects of employment sector and physical heaviness of work among women even reversed. The effect of lower job control on pSA remained especially among women. ConclusionsThe role of individuals' unobserved characteristics in explaining the effects of work-related factors on SA should not be neglected. The effects of work-related factors are likely to be overestimated when using traditional approaches that do not account for unobserved confounding, ie, selection of individuals with a high likelihood of SA into particular work environments.

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Personality and Public Sector Employment

Cited by 5 publications

References 39 publications

What Drives the Attractiveness of Public and Private Employers? Comparative Evidence From an Online Employer Review Platform

What Drives the Attractiveness of Public and Private Employers? Comparative Evidence From an Online Employer Review Platform

Contribution of age, gender and occupational group to the higher risk of disability retirement among Finnish public sector employees

Associations of employment sector and occupational exposures with full and part-time sickness absence: random and fixed effects analyses on panel data

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