Analysing the motivation factors of ex and current high potential public servants
This research paper delves into the critical motivational factors affecting high-potential public servants in Singapore’s public service. With its stellar reputation for good governance, Singapore's efficient public service is a cornerstone of its success. However, recent years have seen an...
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| Format: | Final Year Project |
| Language: | English |
| Published: |
Nanyang Technological University
2024
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| Online Access: | https://hdl.handle.net/10356/175983 |
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| Institution: | Nanyang Technological University |
| Language: | English |
| Summary: | This research paper delves into the critical motivational factors affecting high-potential
public servants in Singapore’s public service. With its stellar reputation for good governance,
Singapore's efficient public service is a cornerstone of its success. However, recent years have
seen an unprecedented attrition rate amongst the public service as a whole. The study, guided
by Herzberg's two-factor theory and Locke's value-percept theory, aims to dissect the elements
that influence job satisfaction and the consequent retention or departure of these high potential
public servants. Methodologically anchored in qualitative analysis through interviews with
both current and former high-potential public servants, the paper illuminates the underpinnings
of job satisfaction. The core findings reveal that job design and base salaries are the most
significant factors influencing their levels of job satisfaction. The study uncovers a paradox
where public servants experience an initial decline in job satisfaction, despite the allure of job
security and competitive bonuses. It is the meaningfulness of the work and the adequacy of the
base salary that emerge as the pivotal determinants of sustained job commitment. Redundant
tasks and perceived inadequacy of the base compensation are identified as primary drivers for
the potential exit of talented individuals. Consequently, the paper posits targeted
recommendations for revamping job architecture to emphasize job enrichment over job
enlargement, and a restructuring of the compensation framework to better reflect the efforts of
high-potential staff. These strategic shifts are advocated to bolster job satisfaction and retention
in the Singapore Public Service, ensuring its ability to continue attracting and retaining the
high-calibre workforce necessary for effective governance. |
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