Abstract
Human resource management (HRM) practices play crucial roles in ensuring that organizations deliver quality services. The study assessed the effect of selected key HRM practices on job satisfaction among employees of the University of Cape Coast. Using an explanatory design, a sample of 302 respondents was selected from a population of 1469 senior staff of the University through a stratified random sampling technique. The questionnaire was the main instrument used to collect the data. 292 respondents answered the questionnaires, which represented 96.68% of the responses rate. The analysis of data was done using the Statistical Product for Service Solution (SPSS). The dependent variable was job satisfaction. The independent variables were promotion, reward, training and development, and supervision. Pearson correlation was used to determine the relationships among the variables, and the standard multiple regression test was used to determine the level of significance of each determinant of job satisfaction. The results of the analysis show that the following HRM practices- promotion, reward, training and development, and supervision- have a moderate effect on job satisfaction; but supervision and reward have a significant positive effect on employees’ job satisfaction. The study contributed to knowledge in the research endeavor by demonstrating that although HRM practices influence job satisfaction among employees of the University of Cape Coast, promotion does not automatically make all employees enjoy their jobs.
Highlights
Speaking, Human resource management (HRM) practices play a vital role in guaranteeing quality services from the organizations
The results of the analysis show that promotion, reward, training and development, and supervision have a moderate effect on job satisfaction; but supervision and reward have a significant positive effect on employees’ job satisfaction
The University of Cape Coast (UCC) was selected based on practical reasons: (1) it is easy to get the cooperation of the staff during the research; (2) similar studies already exist in different aspects of HRM; and (3) its broad spectrum of HRM practices can help to measure workers’ job satisfaction
Summary
HRM practices play a vital role in guaranteeing quality services from the organizations. Several studies (Absar et al, 2010; Bharadwaj, 2015 and Farahbod & Arzi, 2014) have shown that there is a significant relationship between HRM practices and employees’ job satisfaction, which is one of the key influences that foster the organization’s performance. This indicates that a kind of HRM practice that puts individuals first is required to satisfy those working in the organization. Oyeniyi, Afolabi, and Olayanju (2014) observed that HRM, in playing its main functions, must invest in employees’ training, boost up participation in decision-making, provide both promotion opportunities for all workers, and suitable rewards
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