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首页> 外文期刊>Work & Stress >Organizational change in the public sector: Augmenting the demand control model to predict employee outcomes under New Public Management
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Organizational change in the public sector: Augmenting the demand control model to predict employee outcomes under New Public Management

机译：公共部门的组织变革：增强需求控制模型以预测新公共管理下的员工绩效

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摘要

This study identifies the environmental and personal characteristics that predict employee outcomes within an Australian public sector organization that had, under New Public Management (NPM), implemented a variety of practices traditionally found in the private sector. These are more results-oriented, and their adoption can be accompanied by increased strain for employees. The current investigation was guided by two complementary theories, the Demand Control Support (DCS) model and Conservation of Resources (COR) theory, and sought to examine the benefits of building on the DCS to include both situation-specific stressors and internal coping resources. Survey responses from 1,155 employees were analysed. The hierarchical regression analyses indicated that both external and employee-centred variables made significant contributions to variations in psychological health, job satisfaction, and organizational commitment. The external resources, work based support and, to a lesser extent, job control, predicted relatively large proportions of the variance in the target variables. The situation-specific stressors, particularly those involving harmful management practices (e.g., insufficient time to do job as well as you would like, lack of recognition for good work), made significant contributions to the outcome measures and generally supported the process of augmenting the generic components of the DCS with more situation-specific variables. In terms of internal resources, problem and emotion-based coping improved the capacity of the model to predict psychological health. The results suggest that the impact of NPM can be ameliorated by incorporating the dimensions of the augmented DCS and coping resources into the change programme.
机译：这项研究确定了环境和个人特征，这些特征可以预测澳大利亚公共部门组织内员工的业绩，该组织在新公共管理（NPM）的指导下实施了私营部门传统上发现的各种做法。这些更注重结果，采用它们可能会给员工增加压力。当前的调查以两种补充理论为指导，即需求控制支持（DCS）模型和资源保护（COR）理论，并试图研究建立在DCS上以包括针对特定情况的压力源和内部应对资源的好处。分析了来自1,155名员工的调查回复。分层回归分析表明，外部和以员工为中心的变量均对心理健康，工作满意度和组织承诺的变化做出了重大贡献。外部资源，基于工作的支持以及（在较小程度上）工作控制预测了目标变量中相对较大比例的差异。针对具体情况的压力源，尤其是那些涉及有害管理实践的压力源（例如，工作时间不足，您不愿意做，对良好工作的认可不足），对结果衡量指标做出了重大贡献，并总体上支持了增加压力指标的过程。 DCS的通用组件，具有更多特定于情况的变量。在内部资源方面，基于问题和基于情感的应对方式提高了该模型预测心理健康的能力。结果表明，可以通过将增强的DCS的规模和应对资源纳入变更计划中来改善NPM的影响。

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