The impact of human resources management practices on job performance and job satisfaction of employees in State-owned enterprises – Empirical investigation in Hanoi

The aim of this research is to analyze and prove the effects of organizational culture, entrepreneurial leadership, work stress, and career development on employees’ job performance through employees’ job satisfaction. This research was conducted in the production division of the state-owned companies (BUMN) in the manufacturing and strategic industries in East Java. The analysis technique is Structural Equation Modeling with statistical program of AMOS 19 as a tool to measure the relationship quality of organizational culture, entrepreneurial leadership, work stress, and career development on employees’ job satisfaction and performance. 9 hypothesis formulations which are proved to be statistically accepted are: H1: Organizational culture significantly affects job satisfaction, H2: Entrepreneurial leadership significantly affects job satisfaction, H3: Work stress significantly affects job satisfaction, H6: Entrepreneurial leadership significantly affects job performance, H7: Work stress significantly affects job performance, H9: Job satisfaction significantly affects job performance, While the rejected hypotheses are: H4: Career development significantly affects job satisfaction, H5: Organizational culture significantly affects job performance, H8: Career development significantly affects job performance The results of the research indicate that entrepreneurial leadership and work stress affect employees’ job satisfaction, in which they have implication on employees’ job performance in state-owned companies (BUMN) in East Java. Furthermore, job satisfaction is also affected by organizational culture.

In this era, the concepts of human resource management (HRM) practices have evolved to the implementation of work-life balance (WLB) practices, such as: flexible working hours and supportive supervision. WLB practices have shown a great influence on employee attraction, retention, motivation and development. This study examines the relationship between WLB practices on employee job performance as well as the mediating effect of job satisfaction in the relationship between work-life balance practices and employee job performance among doctors and nurses in East Malaysia. The study surveys 491 doctors and nurses in the East Malaysia states of Sabah and Sarawak in 2016-2017. Four hypotheses were tested with validated measures of WLB practices (flexible working hours and supportive supervision), job satisfaction and job performance. Findings revealed that flexible working hours and supportive supervision has a significant and positive impact to job performance. Job satisfaction positively mediates the relationship between flexible working hours and supportive supervision towards job performance. An effective WLB practices will improve employees’ job satisfaction which eventually increase their job performance and productivity. This study’s findings aim to assist the Malaysian healthcare industry in improving doctors’ and nurses’ attraction, retention and motivation.

This study examines the relationships between customer service quality, employee job satisfaction, job performance, and user satisfaction in the banking industry, with a focus on Maybank. The objective is to determine how employee satisfaction and performance impact user satisfaction and customer service experience. A survey was conducted among 200 Malaysian banking customers, and responses were analyzed using regression analysis to test six hypotheses. The results confirm that customer service experience, employee job satisfaction, and job performance all significantly influence user satisfaction. Specifically, customer service experience (β = 0.291, p < 0.01) and employee job satisfaction (β = 0.322, p < 0.001) show strong positive effects on user satisfaction, while employee job performance (β = 0.200, p < 0.05) also contributes positively. Additionally, employee job satisfaction significantly enhances both job performance (β = 0.732, p < 0.01) and customer service experience (β = 0.340, p < 0.01). Employee performance is a key factor in delivering superior customer experiences (β = 0.534, p < 0.001). The study concludes that improving employee satisfaction is crucial for boosting job performance and customer service, which in turn elevates user satisfaction

This study examines the relationships between customer service quality, employee job satisfaction, job performance, and user satisfaction in the banking industry, with a focus on Maybank. The objective is to determine how employee satisfaction and performance impact user satisfaction and customer service experience. A survey was conducted among 200 Malaysian banking customers, and responses were analyzed using regression analysis to test six hypotheses. The results confirm that customer service experience, employee job satisfaction, and job performance all significantly influence user satisfaction. Specifically, customer service experience (β = 0.291, p < 0.01) and employee job satisfaction (β = 0.322, p < 0.001) show strong positive effects on user satisfaction, while employee job performance (β = 0.200, p < 0.05) also contributes positively. Additionally, employee job satisfaction significantly enhances both job performance (β = 0.732, p < 0.01) and customer service experience (β = 0.340, p < 0.01). Employee performance is a key factor in delivering superior customer experiences (β = 0.534, p < 0.001). The study concludes that improving employee satisfaction is crucial for boosting job performance and customer service, which in turn elevates user satisfaction

This study focused on the dialectical relationship between job satisfaction and job performance of restaurant employees in Dekina Local Government of Kogi State, Nigeria. The purpose of this study is to finding out whether there is positive relationship between job satisfaction and job performance of restaurant employees. The study used both primary and secondary source for gathering reliable and adequate data and information. The primary sources of data include the personal interview and questionnaire administered to the sampled restaurants. Taro Yamani sampling method was adopted to determine the sample size, and Bowler’s proportional allocation method to distribute questionnaires in these selected restaurants in Dekina Local Government of Kogi State, Nigeria. To analyze data gathered for this study, descriptive statistical tool, percentages, table and Likert Scale method were used. The study revealed that job satisfaction can influence job performance positively. It was concluded that A happy employee makes happy customers come again and this keeps the business on track, and that the Job satisfaction of employees can influence their job performances in a direct proportion. The study therefore recommended that restaurant business owners should motivate their employees and make them to perform more next time to increase reward.

The aim of this study is to determine the impact of the managers’ leadership behaviors over job satisfaction and performance of employees. In this way, a questionnaire was applied over the managers and employees who were working in the small and medium size business in the industrial zone of Ankara Ostim Turkey and 266 questionnaires were accepted as suitable for analyzing. The questionnaire was prepared as two parts. The first part of the questionnaire included demographic information of respondents and second part included the statements about leadership behaviors of manager, job satisfaction and performance of employees. The statements for job satisfaction and leadership behaviors were marked by employees and the statements of the employee performance were marked by managers. The significant relationships were found between leadership behaviors of managers and job satisfaction and performance of employees. Also the significant relationship was found out between job satisfaction and performance of employees. Key words: Manager, leadership, behavior, job satisfaction, employee performance.

Abstract: This analytical study investigates the impact of human resource management (HRM) practices on job satisfaction among employees in the banking sector in Darjeeling City, India. This study aims to identify the predominant HRM practices, assess job satisfaction levels, analyze the relationship between specific HRM practices and job satisfaction, and compare perceptions between public and private sector bank employees. A structured questionnaire was administered to a sample of 60 bank employees, consisting of 30 each from public and private banks in the region. The data were analyzed using frequency tables, percentages, one-sample t-tests, ANOVA, and Chi-square tests. The findings reveal that the majority of employees perceive HRM practices positively, particularly in areas such as compensation, recruitment and selection, training and development, and the work environment. These practices contribute to high levels of job satisfaction, with 70% of respondents reporting that they are very satisfied with their jobs. Hypothesis testing indicates significant HRM practices in the banking sector, significant quantitative measures of these practices, and a significant association between HRM practices and employee job satisfaction. This study highlights the importance of effective HRM strategies in the banking sector for employee retention and satisfaction, while also identifying areas for improvement. The findings provide valuable insights for bank management and HR professionals in Darjeeling City to refine their HRM practices, potentially leading to better retention rates, increased productivity, and improved overall organizational performance in the competitive banking sector in the future.

The Sri Lankan government established the social distance policy and lockdown system as a remedial measure to the COVID-19 pandemic situation. Therefore, the organisations decided to implement the work from home concept even though it is new to Sri Lankans. Hence, the present research was undertaken to examine the situation of work from home, to examine the impact of work from home on employee job satisfaction and performance, and to provide suggestions and recommendations to improve the employees’ outcomes during work from home. The study was conducted in an information technology service company in Colombo. The conceptual model of this study was tested mainly based on the primary data which were collected through a pre-tested structured questionnaire by online survey with a randomly selected sample of 100 information technology application support consultants. Standard statistical procedures such as reliability test, Wilcoxon-singed rank, correlation analysis, and regression analysis were used to analyse the data. The results revealed that the majority of the information technology application support consultants were male, single (living with family), educated up to bachelor degree level, and satisfied with work from home. The analysis has shown that organisational climate, technical support, financial support, task identity, dealing with others, and feedback from clients significantly affected the work from home (p = 0.000). Further, findings disclosed that work from home was positively correlated with employee job satisfaction (r = 0.638, p = 0.000) and employee job performance (r = 0.618, p = 0.000). This study could be concluded that work from home has a positive and significant impact on employee job satisfaction and performance of the selected information technology service company. Further, the outcomes of this study mainly recommended providing sufficient credit facilities such as: providing loans for a home-based office (Mean = 4.69, p = 0.000). The findings of this study provide significant insight to information technology service companies who implement and perform the work from home concept, to enhance the employees’ outcome during work from home situations.
 Keywords: Employee Job Performance, Employee Job Satisfaction, Impact, Work from Home

The achievement of effective Human Resource Management (HRM)practices significantly influencesthe performance of an organization.The current studyaimedto investigatethe impact of HRM practices,such as employee staffing, employee satisfaction,and employee reward on employee performance in Lahore, Pakistan. Data was gathered through the survey methodby using the sample size of 306. The response was analyzed by using Statistics Package for SocialSciences (SPSS). SPSS is used tomeasurethe relationships through regressionanalysis, descriptive analysis, model summary, and Analysis of Variance (ANOVA). Findings revealedthat the HRM practices play a crucial role toimprovethe performanceof organizations in Lahore, Pakistan. Resultsexpend that addressing employeestaffing, employee satisfaction,and rewards wouldhelp toimprovethe performanceof call centers. Moreover, the study also recommendedthe strategies involvingthe deploymentof Artificial Intelligence (AI)-powered work force management,software and staffing, and real-time performance analyticsto enhance transparency and coaching

التسويق الداخلي أحد المفاهيم الحديثة التي ترتبط بالعنصر البشري مباشرة. وهو من المفاهيم التي تعنى بتوفير بيئة عمل مناسبة تساعد الموظفين في تحقيق أداء تسويقي أفضل. وتختلف الأهمية النسبية للتسويق الداخلي في المؤسسة حسب أدوار الموظفين وعلاقتهم بالعملاء فكلما تميزت بيئة العمل بالقبول والرضا من العاملين (وهذا ما نسميه التسويق الداخلي) كلما زاد الرضا الوظيفي للعاملين وبالتالي الحصول على أداء أفضل. تمثلت مشكلة الدراسة في السؤال التالي: ما أثر ممارسات (أبعاد) التسويق الداخلي على الرضا الوظيفي وأداء العاملين بالبنك السوداني الفرنسي؟، ويتمثل الهدف الرئيسي للدراسة في بيان أثر ممارسات (أبعاد) التسويق الداخلي على الرضا الوظيفي وأداء العاملين بالبنك السوداني الفرنسي. لاختبار فرضيات الدراسة التي تمت صياغتها وكانت الفرضية الرئيسية الأولى هل هنالك تأثير ذو دلالة إحصائية لممارسات (أبعاد) التسويق الداخلي على الرضا الوظيفي للعاملين بالبنك السوداني الفرنسي وانبثقت عنها فرضيات فرعية، والفرضية الرئيسية الثانية التي نصت على هل هنالك تأثير للرضا الوظيفي للعاملين بالبنك السوداني الفرنسي على الأداء للعاملين تم استخدام عدد من الأساليب الإحصائية. وتشير نتائج الدراسة إلى أن التسويق الداخلي من خلال أبعاده محل الدراسة يلعب دورا هاما وذلك لما له من أثر إيجابي على الرضا الوظيفي للعاملين بالبنك السوداني الفرنسي، كما لها تأثير إيجابي على أدائهم لأعمالهم بجودة عالية حيث توضح أن تحقيق مستويات عالية من الرضا الوظيفي للعاملين بالبنك السوداني الفرنسي لها تأثير إيجابي على ادائهم لأعمالهم بجودة عالية، حيث أن هذه العوامل من توفير لبيئة عمل مناسبة قائمة على المساواة ضمن أنظمة وتعليمات البنك وجعلها ثقافة للعاملين فيه، وتوفير أساليب للاتصال الفعالة لإنشاء العلاقات الإيجابية في بيئة العمل، ووضع نظام للحوافز والمكافآت داخل البنك والذي يساهم بحل بعض المشكلات المالية للعاملين، وتوفير البرامج التدريبية لإكساب العاملين المهارات التي تمكنهم من إنجاز الأعمال الموكلة اليهم بكفاءة كلها مجتمعة ستعمل على تحقيق مستويات عالية من الرضا الوظيفي تساهم في رفع أدائهم لأعمالهم بجودة عالية وبسرعة وبتكلفة أقل.

Research is needed on disaster-affected workplaces, particularly on employee job satisfaction and performance, to inform workplace responses promoting employee postdisaster adjustment and wellbeing. Quantitative and qualitative data were collected from a volunteer sample of 255 employees of eight workplaces affected by the 9/11 attacks on New York City's World Trade Center nearly 3 years post disaster. The effects of 9/11 on both job satisfaction and job performance were more negative than positive, especially for the Ground Zero employees. Effects on job satisfaction and job performance were generally congruent. Workplace responses focused on individual needs were perceived as positive and those focused on workplace needs as negative. Workplace responses focused on business improvement intended to improve workplace performance may not have the desired effect and may reduce employee job satisfaction and performance.

PurposeThis study aims to examine how ethical leadership enhances the relationship between employee ethical behaviour and the job performance of employees in state-owned enterprises (SOEs).Design/methodology/approachThis study was a survey, with data collected using a structured questionnaire. The study focused on employees from SOEs in Ghana. The sample covers 238 employees drawn from 10 SOEs. Data was analyzed using structural equation modelling.FindingsThe study concludes that employee ethical behaviour positively influenced the job performance of employees of SOEs in Ghana. The effect of ethical leadership on employee job performance was positively significant. Finally, ethical leadership positively moderated the effect of employee ethical behaviour on the job performance of employees of SOEs.Research limitations/implicationsFuture research should look at identifying the specific behaviours of ethical employees that influence improved job performance. Also, future research could conduct a comparative study of private-owned enterprises and SOEs.Practical implicationsAttention should also be paid to ethical leadership, as it strongly enhanced both employee job performance and the quality of employee ethical behaviour required for increased job performance of employees.Originality/valueExtant studies have paid limited attention to understanding how the interaction between employee ethical behaviour and ethical leadership will enhance employee job performance.

Research aims: This study aims to investigate the influence of Human Resource Management (HRM) practices on employee performance, with job satisfaction serving as a mediating variable, within the context of Micro, Small, and Medium Enterprises (MSMEs) in Indonesia.Design/Methodology/Approach: Data were collected using structured questionnaires distributed to owners and employees of MSMEs in Indonesia. The sampling technique used was purposive sampling, resulting in a total of 130 valid responses. Data analysis was conducted using Partial Least Squares Structural Equation Modeling (PLS-SEM) with the assistance of SmartPLS 4 software.Research findings: The results of the study indicate that HRM practices have a positive and significant effect on employee performance. Furthermore, job satisfaction significantly mediates the relationship between HRM practices and employee performance. These findings suggest that enhancing HRM practices can increase employee job satisfaction, which in turn leads to improved performance.Theoretical Contribution/Originality: The findings of this study can serve as a valuable reference for policymakers in designing programs and policies that support the enhancement of HRM practices within the MSME sector. Strengthening HRM practices can contribute to increased employee satisfaction and performance, which in turn promotes the overall growth and competitiveness of MSMEs in Indonesia.Practitioners/Policy Implications: The practical implication of this study highlights the importance for MSME managers to implement effective HR strategies aimed at enhancing employee job satisfaction. By prioritizing well-structured HR practices, MSME managers can foster a more motivated and productive workforce, thereby improving overall organizational outcomes.Research Limitations/Implications: This study focuses primarily on HRM practices and job satisfaction as the main variables influencing employee performance. However, it acknowledges that employee performance is also affected by other important factors, which were not examined in this research. Future studies are encouraged to explore these additional variables to provide a more comprehensive understanding of the determinants of employee performance within the MSME sector.

The impact of Human Resource Management (HRM) practices on performance behavior and job satisfaction have drawn much attention around the world over the past 25 years (Khera, 2010; Savaneviciene& Stankeviciute, 2012).Past researchwas conducted on either HRM practices and job satisfaction or HRM practices and employee performance. Researchers in the study try to integrate both the topics in a single edge. Covering the existing research gap, the study aims at to predict high school teachers' operational performance on HRM practices and notice whether the job satisfaction mediates the relationship between HR practices and operational performance. The research is a non-experimental study utilizing structured questionnaires. During the survey, information confidentiality and respondents' anonymous were established. The study has adopted the cross-sectional survey approach and investigated 140 teachers from 14 high schools, located at Sylhet City, Bangladesh. A three-step hierarchical regression model was fitted to regress operational performance on control variable, HRM related independent variables as well as job satisfaction to know the variance explained by each step and to test the effect size. Further, three mediation models were also developed to delineate how HRM practices i.e., discipline and compensation were related to operational performance through job satisfaction. In doing so, mediating role (either complete or partial) of job satisfaction was examined. Results revealed that training and development, discipline and compensation significantly predictedhigh school teachers' perceived operational performance effort; and job satisfaction has shown both partial and complete mediation effects in the relationships between HRM practices and operational performance. Moderating variable,viz., gender did moderate none of relationships among independent, mediator and predicted variables. Thus, school teachers' operational performance and job satisfaction resultant from HRM practices do not differ significantly by gender status. The key implication of the study is assisting the management committee of higher secondary schools in focusing on specific HRM practices to draw out school teachers' performance effort. And all HR practices more or less important for educational institutions but to boost up employee performance effort training & development, discipline and compensation system are more imperative.

Job satisfaction is equated to the performance of employees that is reflected in the quality of services extended to people an organization or agency serves. A satisfied employee brings out his/her best in achieving the mission of the agency he/ she serves. This study determined the level of job satisfaction and performance of the 164 employees of Conner District Hospital. It described the respondents’ profiles in terms of age, sex, civil status, ethnicity, religion, monthly income, highest educational attainment, length of service, and the department they belong. Moreover, it described the level of job satisfaction and performance of employees in terms of (a) motivation, which encompasses payment, job security, and promotion, (b) work environment, and (c) training or skills of employees. The study likewise investigated the difference in the respondents’ level of job satisfaction when grouped according to profile variables. It further ascertained the relationship between the level of job satisfaction and performance of employees as assessed by the respondents. The research design used was descriptive-correlational design; the data on the performance of the employees were extracted from their Individual Performance Commitment Review (IPCR) for the two rating periods of the calendar year 2023. Results reveal that the level of job satisfaction of the respondents along motivation (payment, job security, promotion), skills/training and work environment is found to be highly satisfied. The performance of the respondents along strategic function received an outstanding rating while core and support functions received very satisfactory rating. There is no significant difference in the level of job satisfaction of the respondents along profile variables such as sex, age, civil status, ethnicity, religion, monthly income, and length of service. However, educational attainment and department affiliation were found to have significant difference in the level of job satisfaction of the respondents. There is no significant relationship between the respondents’ job satisfaction and the overall performance of the employees in the Hospital Operations and Patient Support Services (HOPSS) and Medical Departments. On the other hand, there is a significant relationship between respondents’ job satisfaction on work environment and performance specifically on the core functions in the Nursing Department.