Proud to Be a Public Servant? An Analysis of the Work-Related Determinants of Professional Pride among Dutch Public Servants

Borst, Rick T.; Lako, C.J.

doi:10.1080/01900692.2017.1289390

Cited by 13 publications

(11 citation statements)

References 48 publications

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“…The Remotes and Unpaid-1 (who showed high calling scores) encompass people that principally work from home and who work to stabilize society (e.g., physicians, nurses, civil servants) [ 36 , 37 ]. Previous studies have shown that workers in these types of occupations often make sacrifices for the benefit of public motivation, and that workers in the public and health sectors (which relate to the occupations included in the Remotes and Unpaid-1 classifications) exhibit higher levels of occupational calling [ 38 , 39 ], thereby corroborating our findings. For essential workers, and especially healthcare workers, quality of life and psychological wellbeing could be affected by the stressful and traumatic events experienced in the work context [ 40 , 41 ].…”

Section: Discussionsupporting

confidence: 89%

The Quality of Life, Psychological Health, and Occupational Calling of Korean Workers: Differences by the New Classes of Occupation Emerging Amid the COVID-19 Pandemic

Kim

Kang

2020

IJERPH

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This study aimed to create new classifications for occupations that have emerged from the COVID-19 pandemic in Korea, based on Reich’s classifications for the United States. We examined Korean workers’ occupational calling, psychological health, and quality of life. An online questionnaire was administered and data from 1029 Korean workers were analyzed. The questionnaire comprised the Korean version of the Multidimensional Calling Measure to assess occupational calling, the Psychosocial Well-being Index-short form for psychological health, and the Control, Autonomy, Self-realization, and Pleasure (CASP-19) scale for quality of life. We created a Korean-adapted version of the classes of occupation based on those created by the COVID-19 situation in the USA. Our results showed that Korean workers had a high perceived calling to work, and different classes showed different levels of quality of life and psychological health. We need a health concentration management system for essential groups or personal safety protection equipment should be provided. Education on infection control should be offered and effective medical system processes should be in place. We need to develop technology to respond to medical needs online, remotely, or telephonically. The government should implement policies to ensure job security and to improve wages and welfare.

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Section: Discussionsupporting

confidence: 89%

The Quality of Life, Psychological Health, and Occupational Calling of Korean Workers: Differences by the New Classes of Occupation Emerging Amid the COVID-19 Pandemic

Kim

Kang

2020

IJERPH

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“…A reason might be that especially these types of semipublic employees often see their profession as a real calling (Hakanen, Bakker, & Schaufeli, 2006). In other words, semipublic personnel (i.e., educational personnel and health care personnel) might see their work as a calling to educate children/students and heal citizens (Borst & Lako, 2017) and inherently find their job intrinsically meaningful and purposeful (important aspects of work engagement). As these two groups of organizations are overrepresented in semipublic sector research related to work engagement, it could explain why work engagement is the highest among semipublic employees.…”

Section: Discussionmentioning

confidence: 99%

The Attitudinal, Behavioral, and Performance Outcomes of Work Engagement: A Comparative Meta-Analysis Across the Public, Semipublic, and Private Sector

Borst

Kruyen

Lako

et al. 2019

Review of Public Personnel Administration

112

110

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Eager to learn from private sector trends, practitioners in (semi)public organizations across the world have recently turned their eyes to the concept of work engagement to improve employee performance. Studies in the private sector show that work engagement is a more robust predictor of performance than, for example, satisfaction. The goal of this study is to find out whether the effects of work engagement on attitudinal, behavioral, and performance outcomes within the semipublic and public sector are also as high as expected and whether these relationships differ between the public, semipublic, and private sector. The results of the cross-sectoral meta-analysis of 130 studies showed that the most noticeable significant sectoral differences can be found in the mean work engagement and the effects of work engagement on the level of attitudinal outcomes (job satisfaction and commitment) and behavioral outcomes (workaholism and turnover intention).

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“…With the continuous expansion of the functions of government sectors, the workload and working content of civil servants have significantly changed. In particular, faced with the new situation of strengthening self-discipline within the Communist Party of China, severe punishment is applied for the dereliction of duty and mistakes of civil servants in recent years (18). Therefore, work tasks and job responsibilities become the major stressors of work for civil servants.…”

Section: Discussionmentioning

confidence: 99%

Correlations among Work Stressors, Work Stress Responses, and Subjective Well-Being of Civil Servants: Empirical Evidence from China

Ben-xian

Yuesong

2020

ijph

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Background: The work stress of civil servants has gradually increased as a result of the modernization of China’s national governance system and capacity. However, research on the correlations among work stressors, work stress responses, and subjective well-being (SWB) of civil servants is scarce. Methods: In accordance with the current research status on work stress and SWB, a survey of 874 civil servants in China was carried out from May to June 2018. The revised stress response questionnaire of civil servants, work stressors questionnaire of civil servants, and a simplified edition of the SWB scale of China’s urban residents were used in this study. Results: Superiors impose the major work pressure on civil servants, followed by interpersonal relationship, work particularity, career prospect, work task, perfectionism, and job responsibility. The work stressors of civil servants were significantly related to gender, age, marital status, working years, educational background, and position (P<0.05). The work stressors of civil servants were significantly positively correlated with work stress responses (P<0.05). The work stressors and work stress responses had a significantly negative correlation with SWB. Conclusion: SWB can be accurately predicted by work stressors and work stress responses. These findings can provide references and guidance for the society and government sectors to accurately understand and cope with the treatment of civil servants, formulate work stress management countermeasures, and create a high-level working environment for civil servants.

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Proud to Be a Public Servant? An Analysis of the Work-Related Determinants of Professional Pride among Dutch Public Servants

Cited by 13 publications

References 48 publications

The Quality of Life, Psychological Health, and Occupational Calling of Korean Workers: Differences by the New Classes of Occupation Emerging Amid the COVID-19 Pandemic

The Quality of Life, Psychological Health, and Occupational Calling of Korean Workers: Differences by the New Classes of Occupation Emerging Amid the COVID-19 Pandemic

The Attitudinal, Behavioral, and Performance Outcomes of Work Engagement: A Comparative Meta-Analysis Across the Public, Semipublic, and Private Sector

Correlations among Work Stressors, Work Stress Responses, and Subjective Well-Being of Civil Servants: Empirical Evidence from China

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