scholarly journals Satysfakcja z pracy i wydajność pracowników. Relacja (nie)oczekiwana

2021 ◽  
Author(s):  
Mateusz Paliga
Keyword(s):  
Job Satisfaction ◽  
Resource Management ◽  
Job Performance ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Studies ◽  
Team Leaders ◽  
Management Students ◽  
The Relationship ◽  
Comprehensive Study

The publication is a comprehensive study on job satisfaction and job performance. It presents the leading perspectives, theories, and models of the described phenomena, so far analyzed mainly in foreign literature. The presented research attempts to find the relationship between job satisfaction and job performance, and the obtained results shed new light on their relation-ship, which turns out to be more complex than previously assumed. This book is for management practitioners, including managers, team leaders, human resource management specialists, and others interested in organizational studies. It is also a valuable source of knowledge for psychology and management students.

scholarly journals A Review Study of the Human Resource Management Practices on Job Satisfaction of Hotel Industry Employees of Malaysia

2019 ◽  
Vol 9 (3) ◽  
pp. 75
Author(s):  
Md Murad Miah ◽  
Intan Adha Hafit
Keyword(s):  
Job Satisfaction ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Hotel Industry ◽  
Hrm Practices ◽  
Human Resource Management Practices ◽  
Review Study ◽  
The Relationship

The purpose of this review study to determine the impact of human resource management practices on job satisfaction. In addition, in this research is deeply focusing on job satisfaction, various human resource management practices, hotel industry of Malaysia, providing some prior relevant theoretical model, the relationship between HRM practices and job satisfaction and hypotheses has been developed. Based on this review of existing literature has been identified that there is a lot of HR management lacking in the hotel industry of Malaysia namely; shortage of talented people, high turnover issue, lack of adequate training, lack of motivation and lack of quality services. However, based on the existing literature it is proven that there is a significant relationship between HRM practices and job satisfaction. Therefore, this study will contribute in two ways namely; In practically- helps the management of hotel industry to understand the relationship between HRM practices and job satisfaction, keep motivating and retaining skillful employees, attract talent people and reduce the turnover issue and finally developed the competitive advantage among its rivals. In theoretically- this research will be the reference for the future research on HRM practices and job satisfaction. Other than that, the conceptual framework is plain and simple that is easy to understand for the relationship between HRM practices and job satisfaction which will help other researchers to think wisely about the relationship.

scholarly journals The impact of human resource management activities on job satisfaction

2021 ◽  
Vol 57 (45) ◽  
pp. 117-131
Author(s):  
Dragana Došenović ◽  
Branka Zolak-Poljašević
Keyword(s):  
Job Satisfaction ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
The Republic ◽  
Basic Hypothesis ◽  
Recruitment And Selection ◽  
The Impact ◽  
The Relationship

Although there are numerous and various factors that can affect job satisfaction, human resource management has been identified as one of the most important causes of job satisfaction. For this reason, this paper analyses the impact of human resource management and its activities on job satisfaction in various organizations in the Republic of Srpska, with the main goal to investigate and determine the existence and nature of the relationship between human resource management activities, as an independent variable, and job satisfaction, as a dependent variable. In order to analyse the observed relationship, an empirical research was conducted on a sample of 738 employees from 283 organizations from the Republic of Srpska. The research was conducted using a specially created survey questionnaire, and the reliability of the created instrument was calculated using the Cronbach's Alpha coefficient. Based on the results of the research, which were obtained by correlation analysis, the basic hypothesis was confirmed, which proved that human resource management activities have a statistically significant effect on job satisfaction. Also, all additional hypotheses, claiming that individual human resources management activities (recruitment and selection, training, development and rewarding) have a positive effect on job satisfaction, were confirmed.

scholarly journals Linking Sustainable Human Resource Management in Hospitality: An Empirical Investigation of the Integrated Mediated Moderation Model

2019 ◽  
Vol 11 (4) ◽  
pp. 1066 ◽  
Author(s):  
Chung-Jen Wang
Keyword(s):  
Job Satisfaction ◽  
Resource Management ◽  
Job Performance ◽  
Human Resource Management ◽  
Knowledge Sharing ◽  
Human Resource ◽  
Structural Equation ◽  
Equation Modeling ◽  
Innovation Capability ◽  
Mediated Moderation

This research proposed and investigated a mediated moderation research framework that links employee job satisfaction, knowledge sharing, innovation capability, and job performance for sustainable human resource management in hospitality. Data from 395 Taiwanese hospitality companies with structural equation modeling (SEM) analyses, and the results showed that job satisfaction had significantly positive influences on knowledge sharing, both job satisfaction and knowledge sharing were significantly and positively related to innovation capability, while innovation capability had significantly positive influences on job performance. Support was also found for the significant and positive mediating effects of knowledge sharing between job satisfaction and innovation capability, and different organizational forms have moderating effects on the relationship between job satisfaction, knowledge sharing and innovation capability. The implications of these findings for sustainable human resource management in hospitality are also discussed.

Study on Human Resource Management of Forest Beat Officers in Andhra Pradesh

2013 ◽  
Vol 36 (1) ◽  
pp. 23-29
Author(s):  
Suresh Gairola
Keyword(s):  
Job Satisfaction ◽  
Body Mass Index ◽  
Resource Management ◽  
Job Performance ◽  
Human Resource Management ◽  
Human Resource ◽  
Job Stress ◽  
Andhra Pradesh ◽  
Length Of Service ◽  
Job Motivation

This study conducted at State Forest Academy and three forest circles of Andhra Pradesh through active participation of Forest Beat Officers (FBOs) examines the effect of age, educational qualification, length of service, physical fitness, job motivation, job satisfaction and job stress on their job performance. The preferences of FBOs for different types of works within the forest department are assessed. The study reveals that only about a quarter of them have normal body-mass index. Their housing facilities need improvement as about three-fourth of them stay in rented accommodations. There is overwhelming preference for territorial responsibilities, followed by wildlife. The study indicates that task orientation, success orientation, motivators, job motivation and job satisfaction have positive influence on job performance. Hygiene, job satisfaction, age, length of service, educational qualification and body-mass index has no relationship with job performance. Job stress has negative relationship. The impact of various attributes of independent variables on job performance is also discussed. The findings may be useful for more effective human resource management of FBOs in Andhra Pradesh to improve their job performance.

scholarly journals Work Flexibility, Job Satisfaction, and Job Performance among Romanian Employees—Implications for Sustainable Human Resource Management

2020 ◽  
Vol 12 (15) ◽  
pp. 6086
Author(s):  
Adriana AnaMaria Davidescu ◽  
Simona-Andreea Apostu ◽  
Andreea Paul ◽  
Ionut Casuneanu
Keyword(s):  
Job Satisfaction ◽  
Resource Management ◽  
Human Resources ◽  
Job Performance ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
Work Motivation ◽  
Employee Development ◽  
The Impact

In light of future work challenges, actual human resource management (HRM) needs to be redesigned, including long-term development, regeneration, and renewal of human resources, passing from consuming to developing human resources by incorporating the concept of sustainability. Thus, sustainable HRM is seen as an extension of strategic human resources, presenting a new approach to human resource management. The labor market is constantly changing, atypical work acquiring a significant relevance, especially in these current times of coronavirus crisis restrictions. In Romania, promoting the law of teleworking transformed labor flexibility into a topic of interest, and became an increasingly vital requirement for employment and a motivating factor for Romanian employees. In such a context, this paper aims to investigate the link between employee development and worktime and workspace flexibility as relevant characteristics of sustainable HRM, job satisfaction and job performance among Romanian employees in order to identify how to redesign HRM in the face of “future work” challenges. Additionally, the paper aims to examine the impact of different types of flexibility—contractual, functional, working time, and workspace flexibility—in order to highlight the relevance of employee development and employee flexibility as important aspects of sustainable HRM in increasing the overall level of employee job satisfaction. In order to make this possible, an “employee flexibility composite indicator,” which takes into account different types of flexibility, has been developed using feedback from Romanian employees, which was gathered by a national representative survey using multiple correspondence analysis. Furthermore, the impact of both individual and employee flexibility on overall level of job satisfaction has been quantified using binary logistic regression models. Within the research, there is a particular focus on the impact of new types of workspaces (flex office, co-working, total home office, partial home office—FO, CW, HOT, HOP) on job performance, job satisfaction, organizational performance, professional growth and development, social and professional relationships, and personal professional performance as well as on the overall level of work motivation. The empirical results revealed that these new types of workspaces are highly appreciated by employees, generating a growing interest among them. Partial home working, the mix between working from home and working in a company’s office, has been considered an optimal solution in increasing organizational performance, social and professional relationships, learning and personal development, and the overall level of work motivation. The results of the multiple correspondence analysis highlighted a medium level of flexibility among those Romanian employees interviewed, with only one third of them exhibiting high levels of flexibility. The empirical analysis of logistic regression analysis pointed out the role of functional flexibility, working time, and workspace flexibility along with the flexibility composite indicator in increasing the level of job satisfaction in employees. Therefore, if the challenge is to redesign the actual human resource management in order to include the concept of sustainability, attention needs to be on a combination of employee development-flexible time and flexible places, leading to an increase in both employee job satisfaction and organizational performance as important outcomes of sustainable HRM.

scholarly journals Innovations in Human Resource Management: Impact of Social Media Use on Employees’ Performance

2020 ◽  
pp. 139-153
Author(s):  
Maan Alkhateeb ◽  
Rania Abdalla
Keyword(s):  
Job Satisfaction ◽  
Social Media ◽  
Resource Management ◽  
Job Performance ◽  
Human Resource Management ◽  
Human Resource ◽  
Media Use ◽  
Social Media Use ◽  
Work Related ◽  
The Impact

Social media has changed the modes of all aspects of business operations, particularly human resource management practices. Firms are increasingly using social media tools to facilitate information sharing among their employees in an attempt to improve the innovation process and firm performance. It is expected that using new information technologies such as social media will enable the firm to act proficiently on business opportunities and reconfigure human resources by utilizing networks to routinize the business's knowledge and innovation competencies. This study aims to examine how different purposes of social media use to influence employees' level of job performance directly or indirectly through job satisfaction as a mediator. Two purposes are identified: work-related purposes and personal purposes. A closed questions survey tool was used to gather the data from the employees of three leading organizations in the Tulkarm district. Two hundred eighty-two valid questionnaires were analyzed using SPSS and IBM SPSS Amos 24. The findings revealed that the impact of using social media for work purposes on job performance is fully mediated by job satisfaction, while social media use for personal purposes does not influence job performance directly nor indirectly. The current study enriches the available literature by examining social media use from two perspectives: work-related and personal purposes, thus added value to the available literature, particularly in the Palestinian context. Practically, managers could benefit from the work by adopting relevant strategies to guide this use in a way that motivate the employees towards achieving the goals of the organizations. Such as offering reliable internet services which may help in encouraging the employees or even attracting the ones who are not engaged yet in social media to start using it for work purposes, as for personal purposes, specific policies can be adopted to monitor this use within controls. The article recommends organizations to utilize and direct social media use for work purposes towards achieving the goals of the organizations. Keywords: communication, job satisfaction, performance, personal purposes, social media.

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