Peranan Amalan Sumber Manusia dan Keseimbangan Tuntutan Kerja-Tanggungjawab Peribadi Terhadap Kepuasan Kerja: Satu Kajian di Jabatan Parlimen Malaysia

Peranan Amalan Sumber Manusia dan Keseimbangan Tuntutan Kerja-Tanggungjawab Peribadi Terhadap Kepuasan Kerja: Satu Kajian di Jabatan Parlimen Malaysia

The aim of this research is to examine the relationship between Role of HR Practices and Work-life Balance towards Job Satisfaction among the workers at Parliament of Malaysia. This study took placed in Parliament of Malaysia and comprising about 240 staffs from the group of professional and adminis...

Full description

Saved in:
Bibliographic Details
Main Author: Nur Nazihah, Mohd Nazir
Format: Thesis
Language:eng
eng
Published: 2012
Subjects:
HF5549-5549.5 Personnel Management
Employment
Online Access:https://etd.uum.edu.my/3076/1/NUR_NAZIHAH_MOHD_NAZIR.pdf
https://etd.uum.edu.my/3076/3/NUR_NAZIHAH_MOHD_NAZIR.pdf
Tags: Add Tag
No Tags, Be the first to tag this record!
id my-uum-etd.3076
record_format uketd_dc
institution Universiti Utara Malaysia
collection UUM ETD
language eng
eng
advisor Abd. Aziz, Fadzli Shah
topic HF5549-5549.5 Personnel Management
Employment
spellingShingle HF5549-5549.5 Personnel Management
Employment
Nur Nazihah, Mohd Nazir
Peranan Amalan Sumber Manusia dan Keseimbangan Tuntutan Kerja-Tanggungjawab Peribadi Terhadap Kepuasan Kerja: Satu Kajian di Jabatan Parlimen Malaysia
description The aim of this research is to examine the relationship between Role of HR Practices and Work-life Balance towards Job Satisfaction among the workers at Parliament of Malaysia. This study took placed in Parliament of Malaysia and comprising about 240 staffs from the group of professional and administrative also group of support in all department and units. The objectives are (i) to identify the mean differences of job satisfaction between gender and age by using T-test analysis and ANOVA.Whereas the (ii) to identify the relationship between the roles of HR practices and work-life balance towards job satisfaction and (iii) to identify the dominant factor that contribute to job satisfaction. Moreover, the tests that had been used to test the relationship between variables include Pearson correlation and Regression. Finding showed that the role of HR practices had significantly relationship towards job satisfaction. It also becomes the dominant factor that contributes to job satisfaction.Whereas, demographic factors that had been chosen which is gender and age showed that there are no difference relationship towards job satisfaction. So, the researcher suggested to the administration of the Parliament Malaysia to always been practice the human resource role because it is an important component that can affect the job satisfactions of staffs in Parliament of Malaysia.
format Thesis
qualification_name masters
qualification_level Master's degree
author Nur Nazihah, Mohd Nazir
author_facet Nur Nazihah, Mohd Nazir
author_sort Nur Nazihah, Mohd Nazir
title Peranan Amalan Sumber Manusia dan Keseimbangan Tuntutan Kerja-Tanggungjawab Peribadi Terhadap Kepuasan Kerja: Satu Kajian di Jabatan Parlimen Malaysia
title_short Peranan Amalan Sumber Manusia dan Keseimbangan Tuntutan Kerja-Tanggungjawab Peribadi Terhadap Kepuasan Kerja: Satu Kajian di Jabatan Parlimen Malaysia
title_full Peranan Amalan Sumber Manusia dan Keseimbangan Tuntutan Kerja-Tanggungjawab Peribadi Terhadap Kepuasan Kerja: Satu Kajian di Jabatan Parlimen Malaysia
title_fullStr Peranan Amalan Sumber Manusia dan Keseimbangan Tuntutan Kerja-Tanggungjawab Peribadi Terhadap Kepuasan Kerja: Satu Kajian di Jabatan Parlimen Malaysia
title_full_unstemmed Peranan Amalan Sumber Manusia dan Keseimbangan Tuntutan Kerja-Tanggungjawab Peribadi Terhadap Kepuasan Kerja: Satu Kajian di Jabatan Parlimen Malaysia
title_sort peranan amalan sumber manusia dan keseimbangan tuntutan kerja-tanggungjawab peribadi terhadap kepuasan kerja: satu kajian di jabatan parlimen malaysia
granting_institution Universiti Utara Malaysia
granting_department Othman Yeop Abdullah Graduate School of Business
publishDate 2012
url https://etd.uum.edu.my/3076/1/NUR_NAZIHAH_MOHD_NAZIR.pdf
https://etd.uum.edu.my/3076/3/NUR_NAZIHAH_MOHD_NAZIR.pdf
_version_ 1747827493609406464
spelling my-uum-etd.30762016-04-20T07:18:10Z Peranan Amalan Sumber Manusia dan Keseimbangan Tuntutan Kerja-Tanggungjawab Peribadi Terhadap Kepuasan Kerja: Satu Kajian di Jabatan Parlimen Malaysia 2012-08 Nur Nazihah, Mohd Nazir Abd. Aziz, Fadzli Shah Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HF5549-5549.5 Personnel Management. Employment The aim of this research is to examine the relationship between Role of HR Practices and Work-life Balance towards Job Satisfaction among the workers at Parliament of Malaysia. This study took placed in Parliament of Malaysia and comprising about 240 staffs from the group of professional and administrative also group of support in all department and units. The objectives are (i) to identify the mean differences of job satisfaction between gender and age by using T-test analysis and ANOVA.Whereas the (ii) to identify the relationship between the roles of HR practices and work-life balance towards job satisfaction and (iii) to identify the dominant factor that contribute to job satisfaction. Moreover, the tests that had been used to test the relationship between variables include Pearson correlation and Regression. Finding showed that the role of HR practices had significantly relationship towards job satisfaction. It also becomes the dominant factor that contributes to job satisfaction.Whereas, demographic factors that had been chosen which is gender and age showed that there are no difference relationship towards job satisfaction. So, the researcher suggested to the administration of the Parliament Malaysia to always been practice the human resource role because it is an important component that can affect the job satisfactions of staffs in Parliament of Malaysia. 2012-08 Thesis https://etd.uum.edu.my/3076/ https://etd.uum.edu.my/3076/1/NUR_NAZIHAH_MOHD_NAZIR.pdf text eng validuser https://etd.uum.edu.my/3076/3/NUR_NAZIHAH_MOHD_NAZIR.pdf text eng public masters masters Universiti Utara Malaysia Abu Bakar Hj. Hashim,(1989).An Analysis of Job Satisfaction Among Academic Staff of University in Malaysia. PH.D. Dissertation, Ohio University. Ahmad Mahdzan Ayob.1007,Kaedah Penyelidikan Sains Sosial, Kuala Lumpur.Dewan Bahasa & Pustaka. Alderfer, C.P.(1969).“An Empirical Test of a New Theory of Human Needs”.Organizational Behavior and Human Performance. Vol 4:pp.142-l 25. Babbie, E. R.(1995),The Practice of Social Research, USA: Wadworth Publication Corporation. Roger, B.(1991),Organization Behavior: M&E Handbook Series, London: Pittman Publishing. Borg, W.R., Gall, M.D. (1983), Educational Research and Introduction, New York:Longman. Broers, C. M. (2005) Career and Family:The Role of Social Support, Unpublished PhD Thesis,Brisbane, Griffith University. Burke, R. J., Burgess, Z. & Oberrlaid, F. (2004) 'Do Male Psychologists Benefit from Organisational Values Supporting Work-Personal Life Balance?' Equal Opportunities International, Vol. 23, No 1/2, pp.97-107. Carell, M. R. , Jenning, D. F. , Heavin , C. (1997). Fundamental of Organizational Behavior. New Jersey, Prentice-Hall. Davis, K. dan Newstrom, J.W (1985).Organizational Behavior: Reading and Exercises (7th Edition), New York: McGraw-Hill Book Company, pp.112. Doell, S.R. (1985).Job Satisfaction in High Tech Organization: As a Function of Employee Sex, Individual Characteristic and the Sosial Climate. PhD Dissertation, The University of Texas, Austin. Doherty, L. & Manfredi, S.(2006)'Action research to develop work-life balance in a UK university', Women in Management Review, Vol.21, No 3, pp.241-259. Donnelley, J.H., Gibson, J.M., lvancerich, J.M., (1995). Fundamental of Management. U.S.A., Irwin. Dundas, K. (2008) 'Work-Life Balance: There is no ‘one-size-fits-all’ solution', In O'Rourke, K. (Ed.) (2008), Managing Matters, New South Wales, Graduate College of Management, Southern Cross University. Forsyth, S. & Polzer-Debruyne, A.(2007)'The organizational pay-offs for perceived work–life balance support',Asia Pacific Journal of Human Resources, Vol.45, No1, pp. 113-123. Garrard. J. (2007).Health sciences literature review made easy: The matrix method.Sudbury,MA: Jones and Bartlett Publishers. Guest, D. E.(2002)'Perspectives on the Study of Work-life Balance', Social Science Information,Vol. 41, No255, pp. 255-279. Greenhaus, J. H., Collins, K. M. & Shaw, J. D. (2003)'The relation between workfamily balance and quality of life', Journal of Vocational Behavior, Vol.63, pp.510-531. Gruneberg, M.M., ( 198 1). Understanding Job Satisfaction. London: Macmillan Press LTD. Hariandja, Marihot Tua Efendi, (2002),Manajemen Sumber Daya Manusia,Grasindo, Jakarta Heneman, H. G., & Schwab,(1985).Pay satisfaction: Its multidimensional nature and measurement.International Journal of Psychological. 20. 129-14 1. Heraty, N., Morley, M. J. & Cleveland, J. N. (2008) 'Complexities and challenges in the work-family interface', Journal of Managerial Psychology, Vol.23, No3,pp.209-214. Herzberg, F.(1959).Behavior in Organization (3rd Edition). Understanding and managing the human side of work. Bonston: Baron Greenberg. Hinshaw& Atwood. (1984).Nursing Staff Turnover, Stress, and Satisfaction: Models,Measures, and Management. In H.H. Werley& J. Fitzpatrick (Eds.), Annual Review of Nursing Research, Vol 1 (133-155). NY: Springer Publications. Howard, W. G., Donofrio, H. H. & Boles, J. S. (2004) 'Inter-domain work-family,family-work conflict and police work satisfaction', Policing: An International Journal of Police Strategies & Management, Vol. 27, No 3,pp. 380-395. Huang, T. (2000). Human resource management practices at subsidiaries of multinational corporations and local firms in Taiwan. International .Journal of Selection and Assessment, 8(1), 1-39. Hulin, C.L., & Smith, P.C. (1969).A linear model of job satisfaction. Journal of Applied Psychology, vol. 49, pp. 209-216. Kinnear, P.R. & Gary, C.D. (1996),SPSS for windows made simple, Psychology Press, Taylor & Francis. Kinnie, N., Hutchinson, S., Purcell, J., Rayton, B. & Swart, J.(2005)'Satisfaction with HR practices and commitment to the organisation: why one size does not fit all',Human Resource Management Journal, Vol.15, No 4, pp.9-29 Krejcie, Robert V., Morgan, Daryle W., (1970)“Determining sample Size for Research Activities”,Educational and Psychological Measurement. Landy, F. J. (1989).Psychology of Work Behavior (4th Edition), Pacific Grove,California: Brooks/Cole Publishing Company. Lawler, E. E. (1977).Satisfaction and behavior. In W. C. Hamner & F. L. Schmidt (Eds).Corntemporary Problems in Personnel (Rev. ed.,pp352-361).Chicago:St. Clair Press. Locke E.A. (1976).The Nature and Cause of Job Satisfaction, In Marvin D.D. Unnnete (ed).Handbook of Industrial and Organization Psychology, pp. 1297-1350. Luthans, F., Linda, T. & Thomas,(1989).The Relationship Between Age And Job Satisfaction : Curvilinear Results From An Empirical Study - A Research Note.Personnel Reviews, pp. 18(l),23-26. Martin, J. K. and Miller, G.A.(1986).Job satisfaction and absenteeism:Organizational, individual, and job related correlates . Work and Occupations, pp.13(l),33-46. Maslow, A.H.(1943),A theory of human motivation. Psychological Review, Vol. 50,pp. 370-396. McDonald, P., Guthrie, D., Bradley, L., & Shakespeare-Finch, J. (2005)‘Investigating work-family policy aims and employee experiences’, Employee Relations, Vol. 27, No 5, pp. 478-494. Mobley, W.H., Griffeth, R.W., & Meglino, B.M., (1979). Review and conceptual analysis of the employee turnover process. Psychobgical Bulletin,vol. 86, pp.493-522. Moore, F. (2007) 'Work-life balance: contrasting managers and workers in an MNC',Employee Relations, Vol. 29, No 4, pp. 385-399. Norasmah Othman, Zuraidah Ahmad, & Mohd Izham Mohd Hamzah, (2010) Pengaruh amalan pengurusan sumber manusia (PSM) terhadap hasil PSM di IPTS bukan bertaraf universiti. Jurnal Pengurusan, 31 Pare. G.. Tremblay, M., & Lalonde, P. (2001). The role of organizational commitment and citizenship behaviors in understanding relation between human resources practices and turn over intentions of IT Personnel.Montreal. Canada: Scientific Series. Quarstein, V.A., R.B. Mac Afee and M. Glassman (1992). “The Situational Occurrences Theory of Job Satisfaction”. Human Relation 45( 8): 859-873. Reeves, C.C. (1992).Quantitative research for the behavior sciences. New York, NY:John Wiley & Sons, Inc. Robins, S. P. (1993).Organizational Behavior (6th Ed.)New Jersy: Prentice Hall International, pp. 169-198. Rossi, P. H., Lipsey, M. W. & Freeman, H. E.(1999). Evaluation: A Systematic Approach (6th ed.). Thousand Oaks, CA: Sage Publications. Scholarios, D. & Marks, A.(2004)'Work-life balance and the software worker',Human Resource Management Journal, Vol. 14, No 2, pp. 54-74. Sidek Mohd Noah (2002),Rekabentuk Penyelidikan:Falsafah, Teori & Praktis. Uma Sekaran. (2000).Research Methods For Business.Third edition. New York :John Wiley & Sons. Ins. Virick, M., Lily, J. D. & Casper, W. J. (2007)'Doing more with less: An analysis of work life balance among layoff survivors', Career Development International, Vol. 12, No 5, pp. 463-480. Vroom, V.H. (1964). Work and Motivation. New York : John Wiley & Sons, Inc. Weaver, C. N. (1980).“Job Satisfaction in the United States in the 1970s”.Journal of Applied Psychology. 65(3): pp. 364-367. Youngcourt, S. S.(2005) Examination of Supervisor Assessments of Employee Work-Life Conflict, Supervision Support, and Subsequent Outcomes,Unpublished PhD Thesis, Texas, USA, Texas A&M University. Zaccaro, S.J. dan E.F. Stone (1988).“Incremental Validity of an Empirically Based Measure of Job Characteristics”. Journal of Applied Psychology. 73(2): 245-252.

Similar Items