Abstract
Human resource management involves multiple areas of integration of management and employees. But the most important segment of quality and comprehensive report remains reliable employee who is satisfied by the work, willing to progress and learn. The last decades with complete certainty, it can be stated that job satisfaction and similar phenomena appears in the role of the most important explanatory constructions, as in the field of empirical research, psychometric measurement, as well as in the applicative. The purpose of this research corresponds with intent to verify the predictive value of job satisfaction (including its structural components), as well as relevant factors in explaining the commitment, involvement and job opportunities for bank employees. Research results claimed linear interaction even the predictive value of tested models. Model which includes job satisfaction and its structural components, together explains 38.9% of criterion variables (18.8% of the criterion variable commitment in the workplace, 14.2% of the criterion variable job opportunities, and 5.9% of the criterion variable job involvement). On the other hand the relevant factors together explain about 13% of the variances of criterion variables (13% for job involvement, 2.4% for commitment in the workplace and 1% for the job opportunity). The research was conducted on a sample of 104 subjects (age 25 and 62 years) of all employed in regular employment in the four largest commercial banks in Kosovo. DOI: 10.5901/ajis.2015.v4n2s1p168
Highlights
Management of human resources in a company, among other things refers to the fulfillment of economic and psychological component of work, in order to create conditions for an efficient and effective company
Why? Because 1/3 of the day, 1/3 of the week, 1/2 of life we spend at work, which on average we spend 75,600 hours of work ?! If we put in mutual relation work commitment and job satisfaction, we do not have hard to justify in particular the central role of work and job satisfaction
The problem of this research can be conceptualized through the question whether and to what extent the professional satisfaction and its structural components, on the one hand and relevant factors, on the other hand appear in the role predictor of professional commitment, job involvement and the job opportunity
Summary
Management of human resources in a company, among other things refers to the fulfillment of economic and psychological component of work, in order to create conditions for an efficient and effective company. One of the factors that relate to the effective transformation of the company is employee motivation segment in order to maximize their performance and all this in the function of the greater achievements. In fulfilling the goal of achieving greater competitive power of workers (exposing the different motivational strategies) often out of human resource management diopter is the question of what the workers really want?. If we put in mutual relation work commitment and job satisfaction, we do not have hard to justify in particular the central role of work and job satisfaction. Taylor and Gilbreth (1911), according to Wright (2006) they conceptualizing first theoretical principles about satisfaction by placing job satisfaction in the psychological relation. According to the theory of Taylor to have job satisfaction, management principles needed to be accepted as personal principles
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