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It was established that in the Greek public sector, extrinsic rewards such as salary and job security were more available than intrinsic rewards, like the opportunity to be creative and “make a difference”. This backs up the existing literature and supports a theory that public sector companies expect employees to be motivated in much the same way private sector employees are. The results of this survey do not show us what is important to people in their job – it shows us what their employers think motivates them in their job. The fact that the results for advancement and feedback on specialised skills and creativity were so low indicates that the company perceives these things are not important to their workers, otherwise they would be offering them as a means of an incentive.
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(2008), "Does the board know whether it is the money, or the love? Employee motivation in the Greek public sector", Human Resource Management International Digest, Vol. 16 No. 3, pp. 14-16. https://doi.org/10.1108/09670730810869493Download as .RIS
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