Assessment Of The Motivation Level Of Ukrainian Civil Servants In Wartime Conditions And Strategy For Its Improvement

This study examines the motivation level of Ukrainian civil servants under wartime conditions, identifies key challenges, and develops strategic approaches for its improvement. A survey of 435 civil servants from Lviv Oblast was conducted to assess the impact of age, gender, and professional factors on motivation levels. The findings indicate that Generation X (aged 36–45) demonstrates the highest motivation levels, whereas younger professionals, particularly Generation Z, exhibit lower engagement in their work. The analysis revealed significant differences in motivation between various categories of civil service positions and underscored the substantial impact of wartime conditions on employees' emotional wellbeing and overall efficiency. To assess motivation levels, the Job Demands-Resources (JDR) model was applied, enabling an evaluation of the relationship between job demands, available resources, and employee engagement. The results confirm that job stability, workplace safety, and social security are critical motivational factors in crisis conditions. Simultaneously, professional development, leadership support, non-material incentives, and organizational culture remain decisive in enhancing the performance of civil servants. Strategic approaches to improving motivation are proposed, including financial incentives, career development opportunities, workload optimization, psychological support, and digitalization of human resource management processes. The role of digital technologies in enhancing productivity and adapting motivational strategies to a dynamic environment was also examined. A comparative analysis of motivational systems in Ukraine and EU countries was conducted, identifying best international practices that can be adapted to the Ukrainian context. Special attention was given to non-material incentives, which contribute to greater employee engagement and effectiveness. The findings of this study can be applied to enhance human resource management mechanisms in the public sector, ultimately strengthening the resilience of the civil service in crisis conditions. The research holds both theoretical and practical significance, as it defines optimal methods for motivating civil servants under stressful circumstances, lays the groundwork for improving public personnel policy, and integrates international best practices in human resource management.