Abstract:

The goals of equitable and fair treatment in employment relationships have become a growing concern due to demographic changes and globalization. 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 employees’ satisfaction. The study adopted descriptive and sequential explanatory approach through semi –structured interview and survey questionnaire in sampling two hundred and thirty (230) employees in the selected government agencies. SMART _PLS3 was adopted to test the stated hypotheses. Results of the analyses indicate that work flexibility, learning and development, organizational culture, involvement in determination of reward system, and work relationship have significant influence on job satisfaction. One would have expected positive strong relationship between organizational policy and job satisfaction, on the contrary, as obtained from the result, it was evident that organizational policy tends to reduce job satisfaction. This could probably be as a result of many written rules and procedures that exist which invariably affect the level of satisfaction. Differences in employees’ perception of job satisfaction 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 quality of employment and should be targeted to facilitate commitment and satisfaction of staff.