Exploring/examining the direct and indirect relations of human resources practices on job satisfaction

• Autor(a) principal: Costa, Marina Raquel Peralta da
• Data de Publicação: 2023
• Tipo de documento: Dissertação
• Idioma: eng
• Título da fonte: Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)
• Texto Completo: http://hdl.handle.net/10071/29407
• topic: Comunicação -- Communication; Comprometimento organizacional Organizational commitment; Formação -- Formation; Motivation and reward; Leadership; Satisfação no trabalho -- Job satisfaction; Formação -- Formation; Motivação; Sistema de compensação -- Compensation system; Liderança

There is no universal solution for the turnover intention and/or high turnover rates that can be observed in the newer generations, however, it is in the company’s best interest to maintain high- performance employees as they get involved with its goals, values, mission, and vision, seeking it as their own personal goals as well. Human Resources Management is responsible for understanding the employees’ needs and necessities to make sure they feel appreciated and motivated in their professional journey – Job Satisfaction. This dissertation focuses on seven variables: Communication, Training and Development, Motivation and Reward, Commitment, Leadership, and Work Enjoyment, seeking to analyze them based on their direct and indirect relation with Job Satisfaction. In this dissertation, mix-method research took place considering that qualitative and quantitative approaches were taken to obtain clear, informed, and updated results. In terms of the quantitative method, a statistical analysis was conducted with the use of PLS-Smart, and a conceptual model was created, based on a sample of 125 respondents extracted from a questionnaire. As for the qualitative method, several interviews were conducted to clarify certain results. Results show that both Communication and Job Satisfaction with and without the use of mediators were the most significant variables, as well as Motivation & Rewards and Training & Development. The importance given to the presence of both mediators Leadership and Work Enjoyment being that most of their relations had the support of one or two of these variables and going as far as to relate them directly to Job Satisfaction.