New Global Vision College: Addis Ababa Campus

New Global Vision College
Addis Ababa Campus

MBA Regular
Assignment on Human Resource Management
Submitted to: Assist.Proffeser Esayas degago
Submitted day: 27/122020
1
Bibliography
Authors: Amare Werku Ijigu Debre Berhan University, Management Department,

College Of Business and Economics, Debre Berhan, Ethiopia
Title of the Article: the effect of selected human resource management practice on
employees’ job satisfaction in Ethiopia public bank
Journal Name: Emerging Markets, Volume 5 No 1 (2015), page 1-16
Name of article Reviewer: Firewoyni Habtamu
Section: D
Date: 27/12/2020
1. Introduction
Human resource management is critical to the success of the organizations because human
capital has certain qualities that make it valuable. Job satisfaction is a factor that would induce
the employee to work in the long term position. Regardless of job satisfaction the organization
or firm would confront with the cost of recruitment caused by turnover. In Ethiopia, there are
large numbers of employees working on public organizations and most of them are unsure
about their satisfaction towards the HRM practices and with the job. Also it is difficult to get
published researches that addressed the effect of human resource management practices on
employees’ job satisfaction in public organizations. As a general HRM practice are significant for
job satisfaction but this study mainly develop the question that which HRM practices , how & in
what ways.
2. Objectives of the study
The main objective of the study was to investigate the effect of selected human resource
management practices on employees’ job satisfaction.
The specific objectives of the study are:
2
 To measure the degree of association between selected human resource
management practices on employees’ job satisfaction.
 To determine which of selected human resource management practices influence on
employees’ job satisfaction.
 To assess the effect of selected human resource management practices on
employees’ job satisfaction.
 To provide necessary recommendation to the respected public banks based on the
results of the study.
3. Nature of the Article

The study was a correlation type of research design which is aimed to describe or ascertain if
there are significant associations between selected HRM practices and employees’ job
satisfaction. The author use quantitative research design because of that it involves studies that
make use of statistical analyses to obtain their findings.
4. Gaps identified
On the pervious empirical analysis some of the literatures finds that practice of HRM was
significant for job satisfaction & some others not. Also some empirical study’s findings are the
same on the significance of HRM practice for job satisfaction but different on which practice,
some of them gives privilege for Recruitment and selection or Training and Development &
others gives for Performance Appraisal or Compensation Package. So the main gap was “Which
selected human resource management practices affect employees’ job satisfaction”. That is
why the author made the conceptual framework of the study as following:
Recruitment and selection
Training and Development for Employee job satisfaction.
Performance Appraisal
Compensation Package
5. Sampling
By considering geographical restrictions, access to data, expected rate of return from the study
and degree of literacy, the study is confined to employees and managers at head office who are
3
at clerical position of the respective banks. Convenience sampling technique is used to select
sample from the target population. The main reason was banks were unable to provide name
list of employees within an assumption to keep the confidentiality of the organization. The
author used a formula to select the appropriate sample size & select 333 from the target
population and participated in the study which was a sample of both employees and managers.
The sample size obtained is allocated to three banks proportional to their population size.
6. Analysis
Quantitative data analysis tools are used to analyse the collected data. Descriptive statistics are
used to describe and interpret the results of the study. Correlation analysis more specifically
Pearson correlation coefficient is used to measure the degree of association between selected
HRM practices and employees’ job satisfaction. From inferential statistics, Regression analysis is
used to test the hypothesis of the study.
7. Result
 Descriptive Statistics The mean scores for recruitment and selection was greater than
the rest four variables indicating that respondents are satisfied with the recruitment and
selection practice. But the mean scores for the rest four variables are closer to three (3)
indicating respondents are neutral or moderate in their satisfaction with the respective
variables. The standard deviations for the five variables ranged from 0.71230 to 1.02899
indicating that the data were reasonably homogenous.
 Correlation Analysis Despite the correlation coefficient of recruitment and selection is
weaker compared with other variables, training and development, performance
appraisal and compensation package all are found to be strongly and positively
correlated with dependent variable job satisfaction. The value (r= 0.365) suggests that
the strength of recruitment and selection is moderate but positively correlated with job
satisfaction, (r= 0.677) shows that training and development is strongly and positively
correlated with job satisfaction, (r= 0.713) shows that performance appraisal is strongly
and positively correlated with job satisfaction and (r= 0.802) shows that compensation
package is strongly and positively related with job satisfaction.
 Results of linear regression analysis indicated that
4
 13% variance in employee job satisfaction is explained by recruitment and
selection
 45.6%variance in employee job satisfaction is explained by training and
development
 50.6% variance in employee job satisfaction is explained by performance
appraisal
 64.2% variance in employee job satisfaction is explained by compensation
package
8. Conclusion
Human resource management is critical to the success of the organizations because human
capital has certain qualities that make it valuable. HRM practices mainly recruitment and
selection, training and development, performance appraisal and compensation package are
positively related to employee job satisfaction. It was found that HR practices have significant
association with job satisfaction.
9. Contribution
As we can understand from the study HRM practices have their own roll on increasing job
satisfaction. The study shows the way to the public banks how they create a job satisfaction on
their employees & achieved their goal & objective. Also at the time of this study was conducted
it was difficult in Ethiopia to get published researches that addressed the effect of human
resource management practices on employees’ job satisfaction in public organizations so that it
has its own contribution to fills these kinds of gaps or lack of researches, information’s & so on.

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New Global Vision College

Addis Ababa Campus

Assignment on Human Resource Management

Submitted to: Assist.Proffeser Esayas degago

Submitted day: 27/122020

Authors: Amare Werku Ijigu Debre Berhan University, Management Department,

Journal Name: Emerging Markets, Volume 5 No 1 (2015), page 1-16

Name of article Reviewer: Firewoyni Habtamu

2. Objectives of the study

The specific objectives of the study are:

3. Nature of the Article

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