Relationship between Job Satisfaction and HR Practices, an Empirical Research of Different Sectors of University Teachers in Pakistan

Abstract

A number of researchers focus on the issue of HR practices and their impact on performance of employees particularly on developed countries. Few researches are there for the implication of these practices in developing countries. The current research focus on relationship between job satisfaction of university employees and focus HR practices which are compensation, promotion, empowerment and performance evaluation practice. It also focus on demographic attributes impact on job satisfaction and HR practices. Result shows that male university teachers are more satisfied with their job but female teachers are more

The Impact of Innovation on Job Satisfaction: Evidence from U.S. Federal Agencies

“…For example, the higher the level of job satisfaction, the more workers are likely to have a positive attitude toward their job (Wang & Feng, 2003), and the more they can commit to the organization (Brown & Peterson, 1993). The interrelation between job satisfaction and different managerial practices in the public sector has been discussed at length (Khan, Ghauri, & Akram, 2012;Sokoya, 2000). In order to increase satisfaction of public employees, many public sector organizations have emphasized the development of motivational strategies to enhance employees' satisfaction for performance efficiency as well.…”

The HRM Practices on Job Satisfaction of Operational Workers in the Apparel Industry in Colombo District, Sri Lanka

“…ISSN: 2012-7227 Various research findings help to prove some of the relationship and association of HRM functions with job satisfaction. Relationship or association of compensation of workers with their job satisfaction was one finding of the study and Rasouli et al (2013), Ting (1997), Absar et al (2010), Hock (2011), Jeet and Sayeeduzzafar (2014), Droussiotis and Austin (2007), Tasema and Soeters (2006), Delaney and Huselid (1996), Syed and Yah (2012), Masoodul et al (2013), Oyeniyi et al (2014) Sarker (2014, Khan et al (2012), Ray and Ray (2011) and Niazi (2014) stressed that there is a relationship or association of compensation with job satisfaction. Another finding of the study is that there is a positive and strong relationship and association of HRM practices on job satisfaction and this finding is confirmed by Jeet and Sayeeduzzafar (2014), Bradley, Petrescu and Simmons (2004), Delaney and Huselid (1996), Oyeniyi et al (2014), Sarker (2014), Garcia (2005), Absar et al (2010), Rasouli et al (2013), Majumder (2012, Ray andRay (2011), Niazi (2014) and Ijiqu (2015).…”

“…However, when considering the extrinsic job satisfaction, it has a positive and strong correlation with HRM practices and positive and moderate association with HRM practices. As Khan et al (2012), Wright et al in 2003(cited by Omar et al 2013), Spector in 1997(cited in Omar et al 2013), Huselid in 1995 (cited by Omar et al 2013) and Petrescu and Simmons (2008) pointed out there is a positive and strong correlation between HRM practices with job satisfaction. ISSN: 2012-7227 Various research findings help to prove some of the relationship and association of HRM functions with job satisfaction.…”

“…Performance appraisal Khan et al (2012) There is a positive relationship between performance evaluation practice and job satisfaction.…”

Impact of Prevailing HRM Practices on Job Satisfaction: A Comparative Study of Public and Private Higher Educational Institutions in India

“…Work load was the most strongly associated with job satisfaction followed by the perception about colleagues, status of job, management support, and remuneration and development. Khan et al (2012) found that male faculty members of the university are more satisfied than the female faculty member. HRM practices that are offered by the universities do not satisfy male and female equally.…”