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Human resource management (HRM) refers to the policies and practices involved in carrying out the ‘human resource(HR)’ aspects of a management position including human resource planning, job analysis, recruitment, selection, orientation, compensation, performance appraisal, training and development, and labour relations (Dessler, 2007). HRM is composed of the policies, practices, and systems that influence employees’ behavior, attitude, and performance (Noe, Hollenbeck, Gerhart, and Wright, 2007).

 

In the early part of the twentieth century, researchers began to be interested in the topic of job satisfaction. Measuring performance on the job and increasing productivity were the primary focus (Wanous, 1976). When Elton Mayo and his associates agreed to observe experiments underway at the Western Electric Hawthorne plant near Chicago, job satisfaction became a popular topic for research because of the unanticipated findings of the study.

 

The present study selected the HR practices such as HR planning, recruitment and selection, training and development, performance appraisal, compensation, and industrial relations which were incorporated by the Guest Model, and the Society of Human Resource Management, USA (Yeganeh and Su, 2008).

 

Job Satisfaction

 

Job satisfaction was offered by Locke (1976) who defined job satisfaction as a pleasing or positive emotional state resulting from the evaluation of a person’s job (Haque and Taher, 2008). Job satisfaction is also defined as an individual’s general attitude regarding his or her job (Robbins, 1999). Mullins (1993) mentioned that motivation is closely related to job satisfaction. 

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