There are several reasons why employees in the public sector might be perceived as less productive than those in the private sector. Here are some possible key variables

Intrinsic Factors

1. Motivation. Private sector employees are often motivated by profit-sharing, bonuses, and career advancement opportunities, which can drive productivity. In contrast, public sector employees may be motivated by a sense of public service, job security, and benefits, which may not be as directly tied to productivity.

2. Job Security. Public sector employees often enjoy greater job security, which can lead to complacency and reduced motivation to perform.

3. Bureaucratic Red Tape.Public sector organizations often have more rigid hierarchies, slower decision-making processes, and more extensive regulatory requirements, which can hinder productivity.

Extrinsic Factors

1. Funding and Resource Constraints. Public sector organizations often face budget constraints, limited resources, and outdated infrastructure, making it challenging to invest in productivity-enhancing technologies and training.

2. Political Interference.Public sector decision-making can be influenced by political considerations, leading to inefficiencies and reduced productivity.

3. Lack of Competition.Public sector organizations often operate in a monopoly environment, reducing the incentive to innovate and improve productivity.

4. Regulatory Environment.Public sector organizations are subject to a complex web of regulations, which can create administrative burdens and reduce productivity.

5. Training and Development.Public sector organizations may not invest as heavily in employee training and development, which can impact productivity and innovation.

Other Factors

1. Measurement Challenges.Productivity in the public sector can be difficult to measure, as outputs are often intangible (e.g., healthcare outcomes, education quality).

2. Demographic Differences.Public sector employees may have different demographic characteristics (e.g., age, education level) than private sector employees, which can influence productivity.

3. Organizational Culture.Public sector organizations may have a more risk-averse culture, which can discourage innovation and productivity.

It's essential to note that these factors can vary across different public sector organizations and countries. Additionally, many public sector employees are highly motivated and productive, and there are numerous examples of innovative and efficient public sector organizations.

To address productivity concerns in the public sector, governments and organizations can consider strategies such as:

1. Performance-based incentives.Introduce performance-based bonuses or promotions to motivate employees.

2. Investing in training and development.Provide regular training and development opportunities to enhance employee skills and knowledge.

3. Streamlining processes and reducing bureaucracy.Implement process improvements and reduce regulatory burdens to increase efficiency.

4. Encouraging innovation and experimentation Foster a culture of innovation and experimentation, allowing employees to try new approaches and learn from failures.

5. Improving measurement and evaluation. Develop robust metrics and evaluation frameworks to measure productivity and performance in the public sector.

Because their salary is not performance-based. The salary is determined according to the job level.

Have you considered incorporating interpersonal factors as well? I see that factor analysis will be used.