The Impact Of Innovative Human Resource Management Practices On Bank Employees’ Job Satisfaction And Job Performance In Malaysia: Perceived Union Support As A Moderator

This study examines the impact of innovative human resource management practices on employees’ job satisfaction conducted in local banks in Malaysia. This study also investigates the extent to which the role of perceived union support as a moderator between these two variables. This study highlig...

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Main Author:	Md Aris, Muhammad Zool Hilmi
Format:	Thesis
Language:	English
Published:	2020
Subjects:	HD28-70 Management Industrial Management
Online Access:	http://eprints.usm.my/51830/1/MUHAMMAD%20ZOOL%20HILMI%20BIN%20MD%20ARIS%20-%20TESIS%20cut.pdf
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id	my-usm-ep.51830
record_format	uketd_dc
spelling	my-usm-ep.518302022-03-07T12:53:44Z The Impact Of Innovative Human Resource Management Practices On Bank Employees’ Job Satisfaction And Job Performance In Malaysia: Perceived Union Support As A Moderator 2020-06 Md Aris, Muhammad Zool Hilmi HD28-70 Management. Industrial Management This study examines the impact of innovative human resource management practices on employees’ job satisfaction conducted in local banks in Malaysia. This study also investigates the extent to which the role of perceived union support as a moderator between these two variables. This study highlights how far innovative human resource management practices affect employees’ job satisfaction in the organization. Human resource management practices include compensation, employee relations, performance appraisals, and human capital development. Employees’ job satisfaction is the dependent variable. The practice of innovative human resource management practices represented by compensation, employee relations, performance appraisal, and human capital development, are the independent variable; perceived union support is the moderator between these two variables. There are ten study hypotheses to unravel the influence of innovative human resource management practices on employees’ job satisfaction for this study. A total of 400 responses were collected from questionnaires distributed in the study areas. This study analyzed the data using SPSS version 23 and also PLS 3. Based on the results, there is a significant positive relationship between the independent (innovative human resource management practices) and dependent (employees’ job satisfaction) variables. 2020-06 Thesis http://eprints.usm.my/51830/ http://eprints.usm.my/51830/1/MUHAMMAD%20ZOOL%20HILMI%20BIN%20MD%20ARIS%20-%20TESIS%20cut.pdf application/pdf en public phd doctoral Universiti Sains Malaysia Pusat Pengajian Pengurusan
institution	Universiti Sains Malaysia
collection	USM Institutional Repository
language	English
topic	HD28-70 Management Industrial Management
spellingShingle	HD28-70 Management Industrial Management Md Aris, Muhammad Zool Hilmi The Impact Of Innovative Human Resource Management Practices On Bank Employees’ Job Satisfaction And Job Performance In Malaysia: Perceived Union Support As A Moderator
description	This study examines the impact of innovative human resource management practices on employees’ job satisfaction conducted in local banks in Malaysia. This study also investigates the extent to which the role of perceived union support as a moderator between these two variables. This study highlights how far innovative human resource management practices affect employees’ job satisfaction in the organization. Human resource management practices include compensation, employee relations, performance appraisals, and human capital development. Employees’ job satisfaction is the dependent variable. The practice of innovative human resource management practices represented by compensation, employee relations, performance appraisal, and human capital development, are the independent variable; perceived union support is the moderator between these two variables. There are ten study hypotheses to unravel the influence of innovative human resource management practices on employees’ job satisfaction for this study. A total of 400 responses were collected from questionnaires distributed in the study areas. This study analyzed the data using SPSS version 23 and also PLS 3. Based on the results, there is a significant positive relationship between the independent (innovative human resource management practices) and dependent (employees’ job satisfaction) variables.
format	Thesis
qualification_name	Doctor of Philosophy (PhD.)
qualification_level	Doctorate
author	Md Aris, Muhammad Zool Hilmi
author_facet	Md Aris, Muhammad Zool Hilmi
author_sort	Md Aris, Muhammad Zool Hilmi
title	The Impact Of Innovative Human Resource Management Practices On Bank Employees’ Job Satisfaction And Job Performance In Malaysia: Perceived Union Support As A Moderator
title_short	The Impact Of Innovative Human Resource Management Practices On Bank Employees’ Job Satisfaction And Job Performance In Malaysia: Perceived Union Support As A Moderator
title_full	The Impact Of Innovative Human Resource Management Practices On Bank Employees’ Job Satisfaction And Job Performance In Malaysia: Perceived Union Support As A Moderator
title_fullStr	The Impact Of Innovative Human Resource Management Practices On Bank Employees’ Job Satisfaction And Job Performance In Malaysia: Perceived Union Support As A Moderator
title_full_unstemmed	The Impact Of Innovative Human Resource Management Practices On Bank Employees’ Job Satisfaction And Job Performance In Malaysia: Perceived Union Support As A Moderator
title_sort	impact of innovative human resource management practices on bank employees’ job satisfaction and job performance in malaysia: perceived union support as a moderator
granting_institution	Universiti Sains Malaysia
granting_department	Pusat Pengajian Pengurusan
publishDate	2020
url	http://eprints.usm.my/51830/1/MUHAMMAD%20ZOOL%20HILMI%20BIN%20MD%20ARIS%20-%20TESIS%20cut.pdf
_version_	1747822102925279232

The Impact Of Innovative Human Resource Management Practices On Bank Employees’ Job Satisfaction And Job Performance In Malaysia: Perceived Union Support As A Moderator

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