Human Resource Management Practices and Career Satisfaction in the Manufacturing Industry in Malaysia

Ong Choon Hee,Wong Yi Shen,Lim Peng Lun ,Yap Choon Ming ,Ser Lay Lee ,Mohd Azahar A Wahab

doi:10.6007/ijarbss/v9-i3/5698

Abstract

The purpose of this research is to examine the influence of Human Resource Management (HRM) practices on career satisfaction. In this study, HRM practices consists of three components, namely compensation and benefit, performance management, and work-life policies. Data was collected though questionnaire survey from 70 employees of various manufacturing companies surrounding Johor Bahru, Malaysia. The results were analysed via correlation and regression analysis. The findings indicate that HRM practises such as compensation and benefits and performance management do influence the employee’s career satisfaction. Meanwhile, work-life policies were not significantly associated with career satisfaction. Hence, by identifying suitable HRM practices, the organization is able to develop strategies that develop employees’ loyalty and increase their career satisfaction.

Highlights

In an organization, it is important for human resource manager and department heads to know that how employees are satisfied with their career in the company
There were positive relationship observed between compensation and benefits, performance management, work-life policies and career satisfaction
The results showed that compensation and benefits (β = 0.446, p < 0.01) and performance management (β = 0.372, p< 0.01) were significant in predicting career satisfaction

Summary

Introduction

It is important for human resource manager and department heads to know that how employees are satisfied with their career in the company. If the management is expecting higher performance from the employees, factors that lead to employee’s career satisfaction ought to be emphasized. Most employees have the tendency to find positions that suit their personal interest as part of their career path. They prefer to work with a company that rewards them in accordance with their performance. The outcome of this study is expected to provide better understanding on the importance of HRM practices in predicting employee’s career satisfaction

Objectives

Methods

Results

Discussion

Conclusion