The Impact of Human Resource Practices on Employees’ Performance through Job Satisfaction at Saudi Ports Authority based on the Assumption of Maslow Theory

Mira, Mohammed Saud; Choon, Yap Voon; Thim, Chan Kok

doi:10.37200/ijpr/v24i2/pr200547

Cited by 3 publications

(1 citation statement)

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“…The theory elaborated that human needs range upward from physiological (food, clothing, shelter) to safety (physical and psychological security), to social needs (affiliation, friendship, belongings) to esteem (need for achievement, success, recognition), and finally to self-actualization (need for creativity, self-expression). Individuals should experience life satisfaction if their needs are satisfied at each level and move into the upper level of needs [21].…”

Section: Theoretical Perspective Of Life Satisfactionmentioning

confidence: 99%

Life Satisfaction of Young Female Factory Workers in Developing Countries: A Grounded Theory Approach to Develop a Model

Rajapakshe

2021

ARJASS

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This study explores the determinant factors of life satisfaction of female workers in Free Trade Zones (FTZ) in Sri Lanka by using the grounded theory approach. Observations and in-depth interviews were applied to gather data. Life satisfaction among women in the workplace is requisite in many industries. Compared with all other sectors, life satisfaction issues are more crucial in FTZs. The model formulated in this study shows the employees' overall life satisfaction at FTZs, which many previous studies have ignored. The findings revealed that overall life satisfaction is dependent on seven satisfaction domains: work satisfaction, health satisfaction, financial satisfaction, family satisfaction, leisure satisfaction, housing satisfaction, community satisfaction, and two factors related to participation in life events: happy events and sad events. In addition, seven personal characteristics: age, marital status, number of family members, parents, family income, education, and positions held before joining FTZs were identified as moderator variables. The proposed model is closed the theoretical gap which many previous researchers overlooked. The study provided managerial and policy implications and proposed policies to the government and managers to overcome this issue.

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Section: Theoretical Perspective Of Life Satisfactionmentioning

confidence: 99%

Life Satisfaction of Young Female Factory Workers in Developing Countries: A Grounded Theory Approach to Develop a Model

Rajapakshe

2021

ARJASS

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Structure of human resource management in the information technology field: A bibliometric analysis

2022

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Human resource management (HRM) involves huge amounts of data, which requires the application of modern information technologies (IT). The paper looks at the role and development of human resource management in information technologies by employing bibliometric analysis of publications released in the period of 2001–2020 and aims to understand the interaction between the two fields. The methodological basis includes the concept of human resource management. In the article, the bibliometric methods were used, such as co-word, social network and keyword frequency analyses. The information basis of the study includes 562 articles indexed in Scopus database. The data obtained were processed using VOSviewer, Pajek and UCINET software. The 20-year period under study was divided into four periods of five years each to interpret the combination of methods, betweenness centrality and degree centrality values of the keywords for each period. Social network analysis findings reveal that sustainable HRM studies in the IT field are cohesive and connected, and appear to be building as an academic field. According to the research findings, human resource development, cloud computing, supply chain management, and job satisfaction are the most likely study fields in the future. Developments in the field of HRM provide a subjective assessment and interpretation of the emerging trends based on the quantitative approach and identify the existing research gaps, such as looking for an association between IT and sustainable HRM social effects.

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Human Resource Practices and Employee Performance: Mediating Role of Work Engagement and Training Sessions

Amir

Ali

et al. 2022

JISR-MSSE

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The current study is an empirical evaluation of Human Resource (HR) practices on employee Performance within Pakistani organisations via the mediating role of work engagement and training sessions as they are conducted to enhance their performance in line with human capital theory. For the research, data was collected from 259 employees and HR managers from Pakistan manufacturing and service sector through self administered questionnaire. Moreover, two statistical software, SPSS and AMOS, have been employed for data analysis. The results have depicted a positive association between HR practices and the performance of employees. In addition, the study has revealed that work engagement and training sessions significantly mediate HR practices and employee performance. The study also emphasises manager development and gives credence to the implementation of HR practices which boost employee working passion. Consequently, these practices prove the instrumentality of training sessions in organisations. Employee productivity is improved through training sessions as well as work engagements. This research model is mainly the first to be studied within Pakistan with mediating role of training sessions and work engagements, keeping human capital theory at the centre.

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The Impact of Human Resource Practices on Employees’ Performance through Job Satisfaction at Saudi Ports Authority based on the Assumption of Maslow Theory

Cited by 3 publications

References 0 publications

Life Satisfaction of Young Female Factory Workers in Developing Countries: A Grounded Theory Approach to Develop a Model

Life Satisfaction of Young Female Factory Workers in Developing Countries: A Grounded Theory Approach to Develop a Model

Structure of human resource management in the information technology field: A bibliometric analysis

Human Resource Practices and Employee Performance: Mediating Role of Work Engagement and Training Sessions

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