Analysing the motivation factors of ex and current high potential public servants

Abstract

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.