Abstract
The study examined the influence of Human Resource (HR) practices on job satisfaction in the decentralized health service delivery in Shinyanga region, Tanzania. The influence of HR practices on job satisfaction is vastly examined by different scholars. Their findings revealed mixed results ranging from significant positive to adverse influence on job satisfaction. Thus, to bridge the knowledge gap, this study examined the specific HR practices in the specific area context. The specific HR practices tested in this study included human resource planning (HRP), supervision, performance appraisal, training and compensation. The region was selected because over different periods of time, it experienced unsatisfactory performance in health service delivery. This was reflected by inability of the region to attain 50% of the Mellenium Development Goals related to health and lowest achievements in health service delivery as reflected in the preparatory stage in launching the Results Based Financing in which the region ranked the last in the then 21 regions of the country. An explanatory Survey research design with mixed research approach was employed for the study. The survey data were collected from 287 respondents and supplemented by the qualitative data. The study found that all the five HR practices had some chances on job satisfaction. However, HRP and supervision revealed significant chances of having job satisfaction implying that they were effectively undertaken. Nevertheless, these practices were constrained by the ineffective employees’ participation in HRP and the inability of the Council Health Management Teams (CHMTs) to provide supportive supervision in health facilities. It was thus recommended to enhance employees’ participation in HRP and supervision for improving job satisfaction. Likewise, it is also important for the facilities to continuously appraise human resource performance and use the results in making human resource decisions.
Highlights
The relation between Human Resource (HR) practices and job satisfaction is an area of interest for both academicians and practitioners
The moderate HR practice scores imply that the respondents perceived the practice as somehow good undertaken
The results revealed that the influence of human resource planning (HRP) on job satisfaction is attributed by the manner in which the HRP aspects are carried out in the organization
Summary
The relation between Human Resource (HR) practices and job satisfaction is an area of interest for both academicians and practitioners. Different scholars explored the influence of Human Resource Planning, supervision, performance appraisal, training and compensation on job satisfaction [6, 25, 34, 35, 36]. Their findings revealed mixed results ranging from significant positive to adverse influence of the respective HR practice on job satisfaction. The study for employees in public commercial banks in Channai, India revealed that recruitment and selection had significant influence on job satisfaction (β=0.080 and P
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