“The Relationship of Bundled HRM Practices to Job Satisfaction in Textile Mills”

Table of Contents

Serial Page Research aim and Objectives

Rationale

Theoretical Underpinnings

Methodology

Methods

Sample

Questionnaire

Analysis

Anticipated Limitation

Timetable

Resources

Ethical Considerations

References

The Relationship of Bundled HRM Practices to Job Satisfaction in Textile Mills

Research Aim and Research Objectives

Aim

To evaluate the relationship between HRM practices to job satisfaction within a Pakistani enterprise , Textile Mills

Objectives

To measure how employees of Textile Mills perceive the effectiveness of bundled HRM practices

Internal career opportunity

p Training

Results-oriented appraisal

Job

Employment security

f ) Participation

To determine the level of job satisfaction of Textile Mills employees

To ascertain if there is a significant relationship between satisfaction with HR practices and job satisfaction in general and

To identify the predictors of overall job satisfaction among the bundled HR practices

Rationale

The current research intends to assess the association between HRM practices to job satisfaction within a Pakistani enterprise . An organisation 's treatment of employees through HRM practices influences an employee 's interpretation of organisational motives . In turn , such interpretation influences his overall job satisfaction . Thus , HRM practices may be viewed as a means of linking or making a meaningful positive association between employees and the enterprise

The current study will contribute to limited literature in Pakistan on the role of HRM practices . Part of the employee expectations of Texile Mills toward the enterprise is training and implicitly , better management of those who work in the organisation . As an outcome of increased job satisfaction , employees perform behaviours that are not even part of their formal actions or job assignments . If the employees of Textile Mills perceive that the organisation supports them through effective HRM practises , then one can be assured that they can partake in the overall efficiency of the enterprise 's operations (Yukl 1998

Theoretical Underpinnings

HRM is engaged with the development of organisational policies and procedures for attraction , development , assessment , and retention of staff (Schneider , 1994 ) concretely effected through a keen focus on employees ' welfare , labor relations , and maintenance of equity (Dessler 2005 . HRM is a management process that is engaged in the productive use of people in attaining the long-term goals of the enterprise and satisfying individual employee needs (Stone 2002 . The consequences of these best practises include enterprise performance , in-role behaviour and organisational commitment (Becker Gerhart 1996 . Having described HRM practises , it is worthwhile to similarly expound on job satisfaction as another construct of interest in the research

Job satisfaction is a gratifying feeling that has resulted from the value of a person 's work . Previous studies have shown that HRM practices are positively related to job satisfaction (Bradley et al . 2004 . For example , employees who work in organisations that offer training to develop skills are more likely to report that they are satisfied Moreover , employees are more satisfied when they perceive that organization provides them full support (Bradley et al . 2004 Furthermore , HRM practices that could help employees adjust and find good fit with the firm also contributes to job satisfaction (Stevens Oddou , Furuya , Norihito , Bird...