Happiness Index for Human Resource Management Practitioners Associated with the Professional Body

Abstract

The study explored the perceptions of human resource management (HRM) practitioners in South Africa, using the following happiness dimensions: positive emotions, job-related wellbeing, affective commitment, employee engagement and distributive justice. The research approach was quantitative, and the research design was descriptive and longitudinal (i.e. over a two-year period). The convenience sampling technique was used to select participants. In 2016, the sample size was 204, and in 2017, the sample size was 76. The data were collected at the conventions hosted by the Institute of People Management (IPM). The major findings were that the majority of the participants were females, were employed on a full-time basis, had degrees, earned R40 000 and above, and were not unionized. Participants rated the positive emotions negatively, suggesting that they were disaffected with their remuneration, and they rated the job-related wellbeing, affective commitment, employee engagement and distributive justice items positively. The implication of this study for policymakers is that they must review their remuneration policy and practices. The implication for managers is that they might struggle to keep HRM practitioners effective, motivated, and having cordial relationships.

HRM and its Impact on Employee Happiness: An Empirical Study on Sri Lankan Employees

“…The reason for the respondents to rate positive emotions as negative are that they were dissatisfied with their remuneration. The implication of this study for HR policymakers is that they must review their remuneration policy and practices and need to implement compensation management effectively and efficiently (Maleka et al, 2018). This implication ultimately implies that sound HRM in which compensation management is a major function leads employees to possess with positive emotions.…”

“…One of the major functions of HRM is compensation management which is consisted of pay management, incentive management and welfare management (Opatha, 2009). According to a longitudinal research done by Maleka, Swarts, and Mmako (2018) have found that participants have rated the positive emotions negatively, and they have rated the job-related wellbeing, affective commitment, employee engagement and distributive justice items positively. The dimensions of happiness index of which they have used are positive emotions, job-related wellbeing, affective commitment, employee engagement and distributive justice.…”