Job Security vs. Performance: What Drives Sri Lankan Employees Today?
INTRODUCTION
The private and public sectors in
Sri Lanka exhibit different motivational dynamics. Compared to government
workforce, who usually place more importance on job security and stability,
private sector employees place a higher value on performance, recognition, and
career advancement
Observations
|
Aspect |
Government Sector
(Public) |
Private Sector |
|
Purpose |
Provide public goods/services, not profit |
Generate profit |
|
Benefits |
High job security, pensions, healthcare |
Higher salaries, performance-based perks |
|
Work Environment |
Fixed hours, less stressful |
Dynamic, high pressure |
|
Growth |
Slower promotions, structured career |
Faster growth, better pay potential |
The difference between these two sectors can be
explained by using two conventional theories of motivation commonly applied in
psychology and HR management: Maslow’s hierarchy of needs and Herzberg’s
two-factor theory.
According to Maslow’s hierarchy of needs,
individuals move from basic needs up to self-fulfillment. Many public-sector
employees in Sri Lanka continue to prioritize their safety needs, such as job
permanence, pension, and steady income. Heisenberg's two-factor theory
says that these are hygiene elements, which are important to avoid discontent
but not enough to make people work hard or necessary to drive
high achievement.
Whereas, private-sector employees are generally in work environments
where achievement, recognition, and advancement are vital;
these align with motivators in Herzberg’s
model and higher-order needs in Maslow’s framework. For
example, a study of banking employees in Sri Lanka found that “job satisfaction
of private sector employees was higher in comparison to public sector”
employees. ResearchGate
In the public sector, there is evidence of moderate
satisfaction but also concern about appraisal and promotion systems. Among Sri
Lankan public health officers, over half of the sample reported neutral
satisfaction, and many were dissatisfied with the appraisal system, salary
increments, and promotion schemes. Juniper Publishers
However, another research was conducted among bank
employees in the Anuradhapura district. The study found that employees in
public sector banks are more satisfied than those in private banks primarily
due to factors such as job security, social recognition, remuneration, and
other benefits (Weerasinghe & Senevirathne & Dedunu, 2017).
A comparative analysis found that, while rewards and
job security did not significantly differ between public and private sector
employees, career growth opportunities and workplace attributes did show
significant differences—emphasizing that private-sector employees may
prioritize growth more. SSRN
Conclusion
Sri Lankan employees’
motives exhibit the balance between job security and performance. People who
work for the government are motivated by stability and predictability, while
people who work for private companies are driven by advancement, recognition,
and accomplishment. By combining powerful growth and recognition programs with
a safe foundation, HR professionals and policymakers may come up with a better
way to motivate employees in both industries.
References
Rajapaksa, S., & Kalyanaratne, A. (2024). Impact
of job satisfaction on turnover intention among employees: A comparative study
of private and public bank employees in Sri Lanka. ResearchGate. ResearchGate+1.
[Online]
https://papers.ssrn.com/sol3/papers.cfm?abstract_id=2978608.
[Accessed 05 November 2025].
Weerasinghe, I., & Senavirathna, C., & Deduni, H. (2017). Factors Affecting to Job Satisfaction of Banking Employees in Sri Lanka Special Reference Public and Private Banks In Anuradhapura District [Online] https://papers.ssrn.com/sol3/papers.cfm?abstract_id=2978608. [Accessed 05 November 2025 ].
Nawaz, N. (2022). Effect of work motivation on employee job satisfaction in the context of public sector organizations (CEB) in Sri Lanka. SSRN. SSRN
E 283991
Using Maslow's and Herzberg's models appropriately, this blog provides a pertinent, theory-driven comparison of employee motivation in Sri Lanka's public and private sectors. The basic distinction is highlighted: the private sector is motivated by performance, achievement, and growth (motivators), whereas the public sector prioritizes job security (hygiene factors). This suggests that HR strategies need to be tailored for each situation.
ReplyDeleteThank you for your comment. If the private sector needs to attract young talent, there must be a strategic plan for how employees are retained. and motivated. There is no doubt that the government sector provides job security, which most employees would prefer at present. Natural disasters are top evidence.
DeleteA fascinating read! I appreciate how you contrast performance and job security as sources of motivation for Sri Lankan workers in the public and private sectors. The analysis is made evident by the link to Maslow and Herzberg, and HR professionals can benefit greatly from the practical ideas on striking a balance between stability and growth.
ReplyDeleteThank you for your comment. As you mentioned, private sector HR professionals as well as government policymakers have a responsibility to balance both sectors.
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ReplyDeleteThis is a well-structured and insightful analysis of how job security and performance influence employee motivation in Sri Lanka’s public and private sectors. The comparison between the two sectors is clearly presented, and the use of Maslow’s hierarchy and Herzberg’s two-factor theory strengthens the academic grounding of the discussion. The inclusion of local research findings adds strong relevance and credibility. Overall, the blog effectively highlights the distinct motivational drivers in each sector and offers meaningful implications for HR professionals and policymakers. A well-written and informative piece.
ReplyDeleteThank you for your valuable comment. In Sri Lanka, job opportunities are very limited compared to other developed countries. In developed countries, if an employee feels the job is not satisfactory, they just leave within a day. But in Sri Lanka, finding a good job is hard, and retention is most critical by maintaining job satisfaction. Therefore, HR leaders have a crucial role to play in considering employee needs.
DeleteAs someone working in hospitality, I found this article very relevant. In hotels, we see both sides of the coin every day—our teams value the stability of a secure job, but they also thrive when performance is recognized through promotions, incentives, or even a simple ‘thank you’ from management. Job security builds trust, but it’s performance recognition that keeps people motivated to go the extra mile for guests. The balance between these two is what really drives service excellence in our industry, and I think Sri Lanka’s broader workforce reflects the same dynamic
ReplyDeleteThank you for your insightful comment based on your sector. The pandemic taught a good lesson about how the private sector (including the hotel industry) treats their employees, and it is directly related to the matter of job security. "A true smile by heart is important for guest relations": to keep the employee motivation and job satisfaction, HR leaders should have a strategic plan which should be realistic and sustainable.
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