Valstybės tarnautojų motyvacijos profilis Lietuvoje: empirinio tyrimo rezultatų analizė
THE PROFILE OF PUBLIC SERVANTS MOTIVATION IN LITHUANIA: ANALYSIS OF EMPIRICAL RESEARCH RESULTS

Summary/Abstract: The article starts with a short introduction on public service motivation. The employees’ motivation helps us to understand the traditional differences between public, non-profit and private sectors. Disinterested behavior of public servants based on realizing the public interest, altruism and self-sacrifice hardly can be explained in terms of a rational choice while the concept of public service motivation (henceforth - PSM) helps in understanding such behavior. Since the introduction of a measurement scale by J. L. Perry, PSM research has been continuously growing especially in the United States. Studies have examined the relationship between public service motivation and job satisfaction, employees’ intention to leave, organizational commitment, employee and organizational performance, red tape, etc. Research on work motivation in Lithuania has long history but the research on motivation of the public sector employees are rather new. The aim of the paper is to present the data of a representative survey conducted in 2007. While writing the paper, methods of scientific literature analysis, questionnaires have been used. After the introduction the authors describe the research methodology. A representative survey concentrated on several items: work satisfaction/ dissatisfaction, motives (factors) for choosing, working and not leaving the civil service. Factors having impact on the choice of public service career were estimated using thirteen items. A special question was included to asses the importance of twelve factors in choosing this career. The respondents were asked to estimate thirteen important motives that have significance while working in civil service. The final question asked the respondents to choose the three most important factors (from eleven) in declining offers to join the private sector and insisting on the stay in civil service. Some items, apart from the personal attributes, have been measured using Likert scale, a ten-point rating scale ranging from 1-defnitely unimportant to 10- definitely important or simply asking for the expression of an opinion. The representative survey was conducted in July-September 2007 and was sponsored by Lithuanian Civil Service Department. 1000 questionnaires were distributed and 442 were returned completed for a response rate of 57 percent. 442 civil servants (314 female and 113 male, 15 preferred not to express their gender; average tenure - up to 5 years) from ministries (40.9 percent), municipalities (34.2 percent), Government Chancellery (11.6 percent), counties (8.4 percent), Seimas’ Chancellery (4.2 percent), Courts, prosecutor office (0.5 percent) and President Office (0.2 percent) and other public entities participated in the survey. The discussion of findings is split into two parts. At the beginning general tendencies are explored, next the authors are concentrating on various groups of respondents. A general profile of civil servants by gender, institution and job grade is dep

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