Data Modelling in Human Resource Management: Influencing Factors of Employees’ Job Satisfaction

Abstract

In the digital era, data mining and statistical analysis have been widely used to solve problems, especially in the field of management and engineering. Therefore, we aim to make a new insight of human resource management based on multiple regression modelling and quantile regression modelling. Specifically, the systematic framework of job satisfaction in this research is constructed by three dimensions from the perspective of psychology, namely, the perception of interpersonal relationship, financial compensation, and work conditions. Each dimension consists of two measures which reflect the employees’ view towards them. The empirical estimation results show the following. (1) Perceived relationship with managers, perceived rationality of compensation, perceived match degree of job, and perceived autonomy degree of work are all significantly positively correlated with job satisfaction. (2) The effect of perceived rationality of compensation is significantly different between the high quantile and the low quantile. For those with lower perceived rationality of compensation, their job satisfaction is more likely to be affected due to the perceived compensation than those with higher perception. This research enriches the existing theory by constructing a comprehensive framework of the influencing factors of job satisfaction, which provides useful implications of human resource management optimization for enterprises.

Construction of Human Resource Manager Competency Model Based on Data Mining Technology in Cross-Cultural Background

“…Notably, authority orientation and kindness and care are considered distinctive competencies for senior managers in Chinese family businesses. Zhuang and Pan (2022) conducted a study on the competency model for specific positions in service industry regulation. They validated the established competency model through practical application and explored the role of competency models in human resource recruitment, talent selection, and their broader application (Zhuang and Pan, 2022).…”

Drivers of Employee Job Satisfaction During Pandemic in Manufacturing Industries

“…It can be said that the employee's input-income ratio, as well as those of the referents, can be used to measure job satisfaction as the appraisal based on an employee's contribution and remuneration may impact their work satisfaction (Zhuang and Pan, 2022). Employees rewarded for their efforts with organizational reward and compensation are more likely to excel and productive, resulting in employees staying in organizations for a more extended period (Rodjam et al, 2020).…”

“…There are a few recommendations that firms may implement to improve employee job satisfaction among personnel. As compensation and reward have the most significant relationship with employee job satisfaction in the Malaysian manufacturing industry, organizations should offer a competitive compensation and benefits package to employees following their contributions and aspirations, making it easier to elicit a more profound sense of job satisfaction (Zhuang and Pan, 2022). Organizations can provide compensation and reward programs that incorporate appraisals and training and development working hours, scheduling flexible working arrangements, offering educational opportunities, authorization to take vacations/leave, chances for wellness and so on to help employees balance their personal and professional lives (Kamalaveni, Ramesh, and Vetrivel, 2019).…”

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“…Benefit packages also increase employee happiness and well-being (Rahman & Syahrizal, 2019). Compensation and reward may be defined as the employee's input-income ratio and those of the referents, which can be used to quantify job happiness since an employee's contribution and remuneration may influence their work satisfaction (Zhuang & Pan, 2022). Those who are recognized for their accomplishments with organizational rewards and salaries are more likely to thrive and be productive.…”