Abstract
In the digital era, data mining and statistical analysis have been widely used to solve problems, especially in the field of management and engineering. Therefore, we aim to make a new insight of human resource management based on multiple regression modelling and quantile regression modelling. Specifically, the systematic framework of job satisfaction in this research is constructed by three dimensions from the perspective of psychology, namely, the perception of interpersonal relationship, financial compensation, and work conditions. Each dimension consists of two measures which reflect the employees’ view towards them. The empirical estimation results show the following. (1) Perceived relationship with managers, perceived rationality of compensation, perceived match degree of job, and perceived autonomy degree of work are all significantly positively correlated with job satisfaction. (2) The effect of perceived rationality of compensation is significantly different between the high quantile and the low quantile. For those with lower perceived rationality of compensation, their job satisfaction is more likely to be affected due to the perceived compensation than those with higher perception. This research enriches the existing theory by constructing a comprehensive framework of the influencing factors of job satisfaction, which provides useful implications of human resource management optimization for enterprises.
Highlights
In the past decade, with the decline of birth rate and the intensification of population aging, China’s demographic dividend has gradually faded
(1) Perceived relationship with managers, perceived rationality of compensation, perceived match degree of job, and perceived autonomy degree of work are all significantly positively correlated with job satisfaction. (2) e effect of perceived rationality of compensation is significantly different between the high quantile and the low quantile
We analyze the influencing factors of job satisfaction systematically from the perspective of employee’s psychological perception. e results demonstrate that perceived relationship with managers, perceived rationality of compensation, perceived match degree of ability, and perceived autonomy degree of work are all significantly positively correlated with job satisfaction
Summary
With the decline of birth rate and the intensification of population aging, China’s demographic dividend has gradually faded. While the downward trend of global economy has resulted in unemployment for many workers, the shortage of labour supply for companies in different industries has been an increasingly obvious problem. It has become a challenge for human resource management to attract adequate and capable employees and avoid losing labour assets. One possibility attributed to employee turnover is that employees are pulled by better offers and pushed out of the company they are working in due to relatively low satisfaction [2]. Job satisfaction has been proved to have a significant relationship to organizational employee turnover and has generated widespread interest among researchers [3, 4]. Job satisfaction has been proved to have a significant relationship to organizational employee turnover and has generated widespread interest among researchers [3, 4]. us, it is imperative to pay more attention to retaining employees by improving employee job satisfaction
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