Research topic of study is to explore system approach in strategic HRM field. Assumption of study is that, strategic HRM may be applied in organizations by HR system set. In USA literature HPWS represents HR system th...Research topic of study is to explore system approach in strategic HRM field. Assumption of study is that, strategic HRM may be applied in organizations by HR system set. In USA literature HPWS represents HR system thinking. This study explores HR system thinking in human resource management. Second assumption of study is that, HR manager must have system approach in HRM. HRM practices are applied through individual in HRM; however, HRM practices are applied through interrelation in SHRM to have more impact on performance. HR system is bundle, according to MacDuffie＇s study （1995）. In addition, Huselid （1997） suggests application of HPWS in HR system. Study adopts case study methodology. Methods are career management system and performance management system. Research question is how a firm sets an HR system and strategic HRM in its organizational structure. Main conclusion is that HR systems might be applied in organizations through interrelated HRM practices. To achieve this purpose, HR manager must have HR system thinking in application of HRM.展开更多
Employee satisfactions emerge as the central subject in this study because employee satisfaction is one of the most important factors in determining the success of an organization. Leading from such probe, this study ...Employee satisfactions emerge as the central subject in this study because employee satisfaction is one of the most important factors in determining the success of an organization. Leading from such probe, this study formulates a model to test factors that drive towards employee satisfaction. The study considers the most positive and unique factors that most organization has, thus suggests that core factors for employee satisfaction notably are leadership style, working environment, employee rewards and welfare, and organization culture. The analysis involved two phases of qualitative and quantitative techniques. First, the study is based on the management of Bank Muamalat Malaysia Berhad （BMMB） to explore how far the relevant factors opined the literature review synchronized with the issue being examined. In the second phase, the study developed a questionnaire, based on the findings to reach out 1,216 employees of BMMB in 1999. This study found few differences in the factors that affected employee satisfaction. Various independent variables hypothesized were significant. In view of more than one independent variable, the multiple regression analysis is adopted in this study. It is assumed that these independent variables： leadership style, working environment, employee rewards and welfare, and organization culture, explained the employee satisfaction variation. The results show that there is significant relationship between employee satisfaction and these independent variables. The statistical package for the social sciences was used to analyze the data. It is anyhow the result shows that the independent variable： organizational culture-the most important variable that determines employee satisfaction.展开更多
文摘Research topic of study is to explore system approach in strategic HRM field. Assumption of study is that, strategic HRM may be applied in organizations by HR system set. In USA literature HPWS represents HR system thinking. This study explores HR system thinking in human resource management. Second assumption of study is that, HR manager must have system approach in HRM. HRM practices are applied through individual in HRM; however, HRM practices are applied through interrelation in SHRM to have more impact on performance. HR system is bundle, according to MacDuffie＇s study （1995）. In addition, Huselid （1997） suggests application of HPWS in HR system. Study adopts case study methodology. Methods are career management system and performance management system. Research question is how a firm sets an HR system and strategic HRM in its organizational structure. Main conclusion is that HR systems might be applied in organizations through interrelated HRM practices. To achieve this purpose, HR manager must have HR system thinking in application of HRM.
文摘Employee satisfactions emerge as the central subject in this study because employee satisfaction is one of the most important factors in determining the success of an organization. Leading from such probe, this study formulates a model to test factors that drive towards employee satisfaction. The study considers the most positive and unique factors that most organization has, thus suggests that core factors for employee satisfaction notably are leadership style, working environment, employee rewards and welfare, and organization culture. The analysis involved two phases of qualitative and quantitative techniques. First, the study is based on the management of Bank Muamalat Malaysia Berhad （BMMB） to explore how far the relevant factors opined the literature review synchronized with the issue being examined. In the second phase, the study developed a questionnaire, based on the findings to reach out 1,216 employees of BMMB in 1999. This study found few differences in the factors that affected employee satisfaction. Various independent variables hypothesized were significant. In view of more than one independent variable, the multiple regression analysis is adopted in this study. It is assumed that these independent variables： leadership style, working environment, employee rewards and welfare, and organization culture, explained the employee satisfaction variation. The results show that there is significant relationship between employee satisfaction and these independent variables. The statistical package for the social sciences was used to analyze the data. It is anyhow the result shows that the independent variable： organizational culture-the most important variable that determines employee satisfaction.
