Abstract
This paper assesses the impact that the degree of acceptance of the selection process, as conducted by the human recourses management (HRM), has upon job satisfaction in the local tax offices (LTOs) in Greece. Furthermore, it examines the effects that various individual and demographic characteristics have on job satisfaction. The research was performed using primary statistical data by distributing and collecting specific questionnaires, which not only recorded the level of job satisfaction but also noted the degree of acceptance of the selection procedure in the IAPR. The collected statistical data were analyzed using the IBM SPSS Statistics 26 Fixpack 1 software program. The results showed an average acceptance value of the selection process of 4.89, indicating a high degree of participant consensus with this process. They also showed that age, work experience, and the acceptance of the selection process have a positive and statistically significant effect, whereas educational level has a negative and statistically significant effect on degree of job satisfaction. The added value of the present paper lies in the fact that this kind of research, conducted in the IAPR in Greece for the very first time, measured both the degree of job satisfaction and the effect that the acceptance of the selection procedure has on this attitude.
Highlights
Nowadays, organizations seek to employ individuals that are qualified, innovative, and capable of facing competition in order to succeed in the long run (Frese and Fay 2001)
Many private sector studies suggest that investing in human resource management (HRM) has a positive effect on worker morale (Steijn 2004)
The issues of HRM and job satisfaction are linked because many researchers assume that better human resource (HR) practices result in higher levels of job satisfaction and commitment, and an improved organizational performance (Appelbaum et al 2000)
Summary
Organizations seek to employ individuals that are qualified, innovative, and capable of facing competition in order to succeed in the long run (Frese and Fay 2001). Job satisfaction is a widely researched subject This is because it is generally believed that higher job satisfaction is associated with better organizational and individual performance, increased productivity, and lower absenteeism and employee turnover (Hackman and Oldham 1975; Iaffaldano and Muchinsky 1985). This concept is far less popular within the field of public administration (DeSantis and Durst 1996; Aristovnik et al 2018; Cantarelli et al 2016; Singh and Slack 2016) especially in Greece. Bellou (2010) concluded that males and females draw satisfaction from their labor in a different way
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