Objectives:
The aim of this article is to analyse the motivations, expectations, and concerns of officers and candidates for service, with particular emphasis on the alignment between the official motivational system and the actual experiences of employees.

Material and methods:
The source of knowledge on employee motivation consists of the results of empirical research conducted using the diagnostic survey method. An anonymous questionnaire survey was applied as the research technique among officers and candidates for service.

Results:
The degree to which the Prison Service’s motivational system is aligned with the needs of employees and candidates is partial. Issues related to financial stability and a formal career path are addressed effectively, while values associated with personal development, social mission, and work–life balance—particularly important for younger candidates—are insufficiently reflected. Officers point to real organizational problems that reduce the effectiveness of the motivational system, such as lack of recognition, excessive discipline, and bureaucracy. Significantly greater discrepancies emerge in the analysis of concerns and threats related to the performance of service duties.

Conclusions:
The research conducted among officers of the Prison Service and individuals undergoing candidate service revealed both areas of convergence and divergence in terms of motivation, expectations, and the perception of threats associated with performing service duties. It appears crucial to combine opportunities for professional development with support in building social competencies and the provision of stable and predictable working conditions. Such an approach could enhance the attractiveness of the service for younger generations while simultaneously maintaining the engagement and loyalty of current officers.