The impacts of human resource development (HRD) practices on utm academic staff’s job satisfaction

This study investigates the impact Human Resource Development practices on UTM academic staff’s job satisfaction. There are four elements of HRD will be investigated which are i) Training and development, ii) Organization development, iii) Career development, and iv) Performance management. The rese...

Full description

Saved in:

Bibliographic Details
Main Author:	Sia, Shi Xuan
Format:	Thesis
Language:	English
Published:	2013
Subjects:	HF Commerce
Online Access:	http://eprints.utm.my/id/eprint/37935/1/SiaShiXuanMFPPSM2013.pdf
Tags:	Add Tag No Tags, Be the first to tag this record!

id	my-utm-ep.37935
record_format	uketd_dc
spelling	my-utm-ep.379352018-04-12T05:38:42Z The impacts of human resource development (HRD) practices on utm academic staff’s job satisfaction 2013-05 Sia, Shi Xuan HF Commerce This study investigates the impact Human Resource Development practices on UTM academic staff’s job satisfaction. There are four elements of HRD will be investigated which are i) Training and development, ii) Organization development, iii) Career development, and iv) Performance management. The research was conducted in Universiti Teknologi Malaysia (UTM), Skudai branch, Johor Bahru, and the respondents in this study were academic staff. A total of 95 questionnaires collected out of 1110 questionnaires distributed, indicating 8.5 percent rate of return. The methods applied in this study include Chi Square test, Mean score analysis, Spearman Rho’s correlation analysis, simple linear regression analysis, and multiple regression analysis. There are four main results in this study. First, the Chi Square test showed that there is no significant difference among demographic factors on academic staff’s job satisfaction. Second, mean score analysis showed that the highest satisfaction level among variables was career development, follow by overall job satisfaction, organization development, training and development, and performance management. Third, Spearman Rho’s correlation analysis revealed that there is significant association between HRD practices with job satisfaction. Interesting, the regression result showed that HRD practices has positive significant effect on academic staff’s job satisfaction. Lastly, regression result showed that career development was found to be the most influential on academic staff’s job satisfaction, and then follow by organization development, performance management, and training and development. 2013-05 Thesis http://eprints.utm.my/id/eprint/37935/ http://eprints.utm.my/id/eprint/37935/1/SiaShiXuanMFPPSM2013.pdf application/pdf en public masters Universiti Teknologi Malaysia, Faculty of Management Faculty of Management
institution	Universiti Teknologi Malaysia
collection	UTM Institutional Repository
language	English
topic	HF Commerce
spellingShingle	HF Commerce Sia, Shi Xuan The impacts of human resource development (HRD) practices on utm academic staff’s job satisfaction
description	This study investigates the impact Human Resource Development practices on UTM academic staff’s job satisfaction. There are four elements of HRD will be investigated which are i) Training and development, ii) Organization development, iii) Career development, and iv) Performance management. The research was conducted in Universiti Teknologi Malaysia (UTM), Skudai branch, Johor Bahru, and the respondents in this study were academic staff. A total of 95 questionnaires collected out of 1110 questionnaires distributed, indicating 8.5 percent rate of return. The methods applied in this study include Chi Square test, Mean score analysis, Spearman Rho’s correlation analysis, simple linear regression analysis, and multiple regression analysis. There are four main results in this study. First, the Chi Square test showed that there is no significant difference among demographic factors on academic staff’s job satisfaction. Second, mean score analysis showed that the highest satisfaction level among variables was career development, follow by overall job satisfaction, organization development, training and development, and performance management. Third, Spearman Rho’s correlation analysis revealed that there is significant association between HRD practices with job satisfaction. Interesting, the regression result showed that HRD practices has positive significant effect on academic staff’s job satisfaction. Lastly, regression result showed that career development was found to be the most influential on academic staff’s job satisfaction, and then follow by organization development, performance management, and training and development.
format	Thesis
qualification_level	Master's degree
author	Sia, Shi Xuan
author_facet	Sia, Shi Xuan
author_sort	Sia, Shi Xuan
title	The impacts of human resource development (HRD) practices on utm academic staff’s job satisfaction
title_short	The impacts of human resource development (HRD) practices on utm academic staff’s job satisfaction
title_full	The impacts of human resource development (HRD) practices on utm academic staff’s job satisfaction
title_fullStr	The impacts of human resource development (HRD) practices on utm academic staff’s job satisfaction
title_full_unstemmed	The impacts of human resource development (HRD) practices on utm academic staff’s job satisfaction
title_sort	impacts of human resource development (hrd) practices on utm academic staff’s job satisfaction
granting_institution	Universiti Teknologi Malaysia, Faculty of Management
granting_department	Faculty of Management
publishDate	2013
url	http://eprints.utm.my/id/eprint/37935/1/SiaShiXuanMFPPSM2013.pdf
_version_	1747816512577601536

The impacts of human resource development (HRD) practices on utm academic staff’s job satisfaction

Similar Items