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This research studies the peculiarities of public sector employee motivation in Israel in relation to their job position and education. This empirical research (585 participants) shows that management personnel are characterized by a strong need for power and the need for a sense of demand. Non-managerial staff has a stronger need for good working conditions, structuring of work, and the need for social contacts. There are significant differences in motivation depending on the level of education of the employee. The need for good working conditions is stronger in the groups among employees with secondary and junior engineering education than among employees with an academic degree. The need for a structuring of work and social contacts is stronger among employees with a junior engineering education compared with the employees who have an academic degree. [ABSTRACT FROM AUTHOR]

The problem of differences of labour motivation in public sector institutions in Israel is discussed in relation to the age and job seniority of the employees. The motivation structure of public sector employees is presented from the perspective of the 12-factor motivation theory developed by Sh. Ritchi and P. Martin. The concept of labour motivation has been viewed from different perspectives, and key factors of motivation of public sector employees have been allocated. Intrinsic and extrinsic motivation factors of the state service workers have been discussed. Based on the above, this empirical research was conducted among the 585 people aged 18 to 65 working in public institutions in Israel. The structure of the motivation sphere of the employees was studied from the perspective of the 12-factor motivation theory. Statistical analysis shows that there are differences in the level of motivation depending on the employee's age and job seniority. Intrinsic motivation factors, such as structuring of work, social contacts, diversity and change, and the need for selfimprovement, growth, and development appear to be stronger among older employees. The results contribute to the development of work motivation plans for the employees and help to understand the key factors of public sector employee performance. [ABSTRACT FROM AUTHOR]