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Crystalising employment quality and behavioural outcomes of employees in the public service

机译：在公共服务中建立就业质量和员工的行为结果

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The goals of equitable and fair treatment in employment relationships have become a growing concern due to demographic changes and globalisation. Consequently, the quality of employment and relationships appeared to be an anachronism in competitive conditions where an organisation may need to minimise costs by reducing the headcounts. The study investigated the determinants of employment quality on employee behavioural outcomes. The study adopted a descriptive research design to establish trends related to the objectives of this study. The survey questionnaire was adopted to elicit information from the staff of the selected public (corporation) service. Out of 350 copies of the questionnaire distributed, only 230 copies were duly filled and completed. A variance-based model, specifically, SEM was adopted to establish goodness fit. Results indicate that work flexibility, learning and development, organisational culture, involvement in the determination of reward system, and work relationship significantly impact on employee behavioural outcomes. On the contrary, it was evident that the organisational policy has the least predictive value for promoting desirable outcomes. This could probably be as a result of many written rules and bureaucratic structure that exist in the public service. Differences in employees’ behavioural outcomes can be linked to age (λ2 = 5.741, df = 4, P < 0.05), educational background (λ2 = 7.723, df = 4, P < 0.05) and work experience (λ2 = 9.672, df = 4, P < 0.05) while gender was not statistically significant. By implications, organisational policies should be tailored towards ensuring the quality of employment and should be targeted to facilitate commitment and positive work behaviour.
机译：由于人口变化和全球化，就业关系公平和公平待遇的目标已成为越来越多的关注。因此，在竞争条件下，就业和关系的质量似乎是一种代竞争条件中的一种代标，组织可能需要通过减少头部规范来最小化成本。该研究调查了对员工行为结果的就业质量的决定因素。该研究采用了一个描述性研究设计，建立与本研究目标相关的趋势。调查问卷由采用选定的公共（公司）服务人员的信息引出信息。在350份调查问卷分发中，只有230份副本填写并完成。采用了一种基于方差的模型，采用SEM来建立良好合适。结果表明，工作灵活性，学习和发展，组织文化，参与奖励制度的决心，工作关系对员工行为结果显着影响。相反，很明显，组织政策具有促进理想的结果的预测价值最不可取的价值。这可能是许多书面规则和公共服务中存在的官僚结构的结果。员工行为结果的差异可以与年龄相关联（λ2= 5.741，DF = 4，P <0.05），教育背景（λ2= 7.723，DF = 4，P <0.05）和工作经验（λ2= 9.672，df = 4，P <0.05），而性别在统计学上没有统计学意义。通过影响，应根据确保就业质量量身定制组织政策，并应旨在促进承诺和积极的工作行为。

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