Background and objective: The purpose of this study is to investigate the generational differences in PUBLIC SERVICE MOTIVATION of employees of PUBLIC organizations. In other words, this study seeks to answer the question of whether there is a difference between the level of PUBLIC SERVICE MOTIVATION of different generations working in PUBLIC organizations? Method: In this study, a quantitative method was used for which a questionnaire of 33 statements of PUBLIC SERVICE MOTIVATION after localization was distributed and collected among 351 employees of PUBLIC organizations in Tehran and the analysis of variance and Bonferroni post hoc test to assess differences of generations was exploited. Findings: The findings showed that of the four dimensions of PUBLIC SERVICE MOTIVATION, all have significant differences in the four generations. Thus, there was a significant difference between the generations in the tendency to general policy-making (F = 4. 443, > p0. 01); Commitment to the PUBLIC interest (F = 3. 728, p> 0. 05); compassion (F = 3. 148, > p0. 05) and self-sacrifice (F = 6. 809, > p0. 01) and in general there is a significant difference between the generations in the MOTIVATION of PUBLIC SERVICE (F = 6. 832, > p01). / 0). The post hoc test also showed that the third generation (Y generation) (mean = 1. 935) had significantly more PUBLIC SERVICE MOTIVATION than the first generation (baby boomer generation). Conclusion: The results showed that there is a significant difference between the different generations working in the PUBLIC sector in terms of PUBLIC SERVICE MOTIVATION, so that contrary to conventional wisdom, people of newer generations compared to older generations have a higher level of PUBLIC SERVICE MOTIVATION and all four dimensions.

The main purpose of this study is to investigate the factors affecting PUBLIC SERVICE MOTIVATION among PUBLIC employees in the PUBLIC sector. Hence, in a descriptive research, PUBLIC SERVICE MOTIVATION, as the dependent variable and family socialization, religious socialization, professional identity, demographic characteristics, job characteristics, employee-leader relations and role states as the independent variables have studied. The study population consisted of employees of the municipality of Qom. The number of employees was 400, which 196 people randomly were chosen as sample. Data were collected by a questionnaire in this organization and to analyze the data, structural equation modeling and WARP PLS4 software is used. Finally, the impact of family socialization, socialization, religious, professional identity, job characteristics, employee-leader relations and Role States confirmed and influence of demographic characteristics on the PUBLIC SERVICE MOTIVATION was confirmed.Finally, the impact of family socialization, socialization, religious, professional identity, job characteristics, employee-leader relations and Role States confirmed and influence of demographic characteristics on the PUBLIC SERVICE MOTIVATION was confirmedtract.

The MOTIVATION of PUBLIC sector employees and managers is different from that of their counterparts in the private sector. Identifying the components of PUBLIC SERVICE MOTIVATION in Qom Municipality as an organization that provides more than 50% of its annual budget from non-governmental sources, in addition to creating local theoretical literature, leads to better SERVICE to citizens. Interviews were used to collect data and thematic analysis technique was used to analyze it. In this regard, 13 managers and employees of Qom Municipality were interviewed in a semi-structured way and the interview texts were analyzed in three stages: descriptive coding, interpretive coding and comprehensive themes. This analysis led to the formation of 44 descriptive codes, eight interpretive codes and four comprehensive themes. The results showed that beliefs and religion, lack of materialism, inner feelings, personal characteristics, meritocracy and justice, job characteristics, attention to PUBLIC interest and improving social status, form (motivate) PUBLIC SERVICE.

The Most of papers and theories in the field of MOTIVATION have been tested and are effective in a certain range and They cannot be used as a single document in other countries; Similarly, the factors motivating employees in the PUBLIC and private sectors Due to the different requirements of various factors would be involved. In this study, after studying the existing literature in the field of PUBLIC SERVICE MOTIVATION, a comprehensive list of the scale of the incentives were collected in 8 categories. From among these, according to the 17-member panel of experts (academic and administrative), two factors tend to "Willingness to participate in policy-making (interest policy)" and the "desire for PUBLIC participation" were excluded from the list of factors And finally by the majority of experts and expert-based modeling method of interpretation, resulting model, was designed based on the ranking of the six factors. In a hierarchical system designed to democratic governance, first level, second level of self-sacrifice and compassion, civic duty and social justice at the third and fourth level of commitment to the PUBLIC interest.

Background: Entrepreneurship is vital in today's modern societies. The purpose of this study was to develop a university entrepreneurship model based on PUBLIC SERVICE MOTIVATION. Methods: The statistical population of this study in qualitative phase was 27 experts. The opinions of 315 employees were used to measure the variables in the studied Azad Universities of District 6. The present study was a descriptive-correlational research conducted by a survey method. It was also a developmental-applied research in terms of aim. Data collection method was a combination of library and field studies. Data collection tool was a questionnaire. Data analysis was performed using SPSS software version 25 and AMOS version 25. To examine the research questions, statistical methods of one-sample t-test and structural equations were used. Results: Also, there is a direct relationship between university entrepreneurship and its components including organizational competencies, continuous interaction, university goals and policies, culture and entrepreneurial marketing and good character and temper of administrators. The results also showed that there is a direct relationship between good character and temper of administrators and its components, including courage, patience, honesty, humility, optimism, responsibility of administrators and PUBLIC SERVICE MOTIVATION. Conclusion: Given the importance and positive impact of university entrepreneurship on regional development and the new nature of international competition of universities in the economic development of countries, the results of the present study can be used by administrators and planners.

Conceptualization of PUBLIC SERVICE MOTIVATION (PSM) considered as one of the issues that has been addressed in several studies. Some dimensions and indicators have been designed for PSM. It has rooted in western literature and the studies have been conducted in western countries. Considering this fact, identifying the dimensions and indicators of this concept in Iran can be very fruitful. However, so far no research has been conducted in Iran to address this issue. So, the purpose of this study is identifying the dimensions and indicators of PSM in Iran. The statistical population of the research is employees of Islamic RePUBLIC of Iran Broadcasting. This research has been done based on mixed methodology. Thus, first, interviews were conducted with employees in order to identify the factors that motivate employees from their own perspective. Then, these factors along with the identified dimensions to motivate PUBLIC sector employees in previous research, formed a research questionnaire and was distributed among 1000 employees. Data were analyzed using exploratory factor analysis, and the final dimensions and indicators were identified. The dimensions of employees’ MOTIVATION in Iranian PUBLIC sector, based on the results obtained from exploratory factor analysis, includes effective communication in the workplace, observance of professional ethics in the organization, decent work, reliance on criteria and organizational justice. The results of this study show that the dimensions are different from the western model, on which there is an international consensus. Moreover, what forms the basis of the theory of employees’ MOTIVATION in the PUBLIC sector and considers employees’ MOTIVATION as the result of intrinsic stimuli was not confirmed in this study and it was observed that external stimuli had a greater role in motivating employees.

The concept of MOTIVATION of employees and attention to factors which creates incentives is one of the most important issues in labor productivity. The MOTIVATION of government employees has long been fascinating. The present study aimed to explain a model of organizational and non-organizational factors related to PUBLIC SERVICE MOTIVATION. the present study is applied in terms of practical purpose and in terms of descriptive-correlation. The sample size includes 324 employees of the municipalities of Khorasan Razavi province selected by multistage cluster sampling. The tools used in this study are the Combined General SERVICE MOTIVATION Questionnaire, the Combined Questionnaire of Organizational Factors and the Non-Organizational Factors Questionnaire, which reliability was obtained through Cronbach's alpha of 0. 822, 0. 815 and 0. 795, respectively. In order to make sure that the indices are proportional to the components (validity check), expert examination and exploratory factor analysis were used. Data analysis was performed using structural equation modeling using SPSS and Amos softwares. The results showed that there is a significant relationship between the indicators and the MOTIVATION of PUBLIC SERVICE staff. Finally, based on the findings of the research, some suggestions have been made.

Understanding of basic differences between PUBLIC sector and private sector in MOTIVATION and behavioral field is a vital step in understanding of a concept which is beyond of the concept of MOTIVATION to SERVICE the society. In this study, the main purpose is analyzing of differences between private and PUBLIC sectors employees in servicing to society and the effect of prerequisites on it. In this regard private and PUBLIC hospitals of Sari are selected as statistical population in this research and sampling was done with sampling size of 225. The method of research in this study, is descriptive/survey research. For data collection a 55 question questionnaire is used. The gathered data is analyzed with LISREL and SPSS software. By analyzing data it is investigated that there is no remarkable difference between private and PUBLIC hospitals in servicing to society. Results showed that specified prerequisites in PUBLIC hospitals have remarkable effect on employees' MOTIVATION of servicing but in private hospitals these specified prerequisites have no effect on employees' MOTIVATION of servicing. Also data analyzing showed that in PUBLIC sector, employees' MOTIVATION of servicing have a positive and remarkable influence on their personal performance but in private sector, employees' MOTIVATION of servicing have no positive and remarkable influence on their personal performance.