The study of human resource practices on job satisfaction in workplace among staff at Universiti Teknologi MARA staff, Samarahan, Sarawak / Abang Afiq Yazid Abang Azman and Nur Atirah Shahieda Yusof

• Main Authors: Abang Azman, Abang Afiq Yazid, Yusof, Nur Atirah Shahieda
• Format: Thesis
• Language: English
• Published: 2024
• Subjects: Job satisfaction; Performance standards
• Online Access: https://ir.uitm.edu.my/id/eprint/95005/1/95005.pdf; https://ir.uitm.edu.my/id/eprint/95005/

This study aims to look into several issues concerning job satisfaction and performance in an organization, specifically the relationship between Human Resource (HR) Practises and employee job satisfaction. To be successful in a competitive institution, Human Resource (HR) must understand how their workers feel at work and what they desire. The amount of effort expended by an employee towards achieving the organization's goals is determined by whether the person believes that this work will result in the satisfaction of his or her own needs and desires. The higher employee satisfaction in this organization, the better their performance. Human resource practices are a way that provides employees with satisfaction based on their job in many areas (Bekru et al., 2017; Ting, 1997). Furthermore, numerous experts have indicated that human resource practices contribute positively to employee well-being at various firm levels, increasing worker performance. Managers should consider human resource practices as a tool for improving work conditions and increasing organizational achievements (Absar et al., 2010). These practices aid organizations in improving their performance (Armstrong, 2006). Training and development, reward, job analysis, recruiting and selection, employee connection, employee empowerment, and social assistance are all examples of human resource functions. These practices should be used to increase satisfaction with work and performance (Albrecht et al., 2015; Dessler, 2006; Majumder & Hossain, 2012). Job satisfaction is an employee's attitude toward their workplace condition (Smith, 1969).