Study on the Relationship Between High Commitment Human Resource Management, Job Autonomy and Job Satisfaction

Chun Hu

doi:10.54097/ajst.v5i2.6458

Authors

Chun Hu

DOI:

https://doi.org/10.54097/ajst.v5i2.6458

Keywords:

High commitment human resource management, Job autonomy, Job satisfaction.

Abstract

In order to explore the relationship between high commitment human resource management, job autonomy, and job satisfaction, a random questionnaire survey is conducted on 194 teachers in higher education institutions nationwide. SPSS24.0 is used in methods including descriptive statistical analysis, one-way analysis of variance, back testing, correlation analysis, regression analysis, and stepwise regression analysis. The following results are obtained: 1.High commitment human resource management and job autonomy were significantly and positively correlated; 2.High commitment human resource management is significantly and positively correlated with job satisfaction; 3.Job autonomy is significantly and positively correlated with job satisfaction; 4.High commitment human resource management and job autonomy are significantly different in terms of education. Job satisfaction is significantly different in terms of employee status and years of working. High commitment human resource management, job autonomy, and job satisfaction are significantly different in terms of school location (provincial capital, non-provincial capital); 5.Job autonomy plays a partially mediating role in the relationship between high commitment huamn resource management and job satisfaction. In response to the results, it is suggested that Chinese higher education institutions should implement high commitment human resource management model to reasonably expand employees’ job autonomy and improve their job satisfaction according to the actual situation.

Downloads

Download data is not yet available.

References

Arthur,1994.Effects of human-resource systenms on manufacturing performance and turnover. Academy of Management Journal, 37(3), 670-687.

Cai Guowei, Liu Jianxiong ,2013. Attribution, autonomy and job satisfaction. Management World, 29(01), 133-142+167.

Feng Jin, Qin Qiwen ,2009.A review of job satisfaction research. Psychological Science, 32(4), 900-902.

Gui Lanying, Duan Tiange and Li Mingze ,2016. A review and outlook of research on unethical pro-organizational behavior. China Human Resource Development, 30(7), 49-58.

Hackman, J.R. and C.R. Oldham ,1976. Motivation through the Design of Work: Test of a Theory. organizational behavior and human performance, 16(2), 250 -279.

Hoppock, R ,1935.Job Satisfaction, Oxford, England: Harper.

Huang Gui ,2005.An empirical study of factors influencing employee satisfaction. Management World, 21(11), 160-161.

Li Yinping and Long Ding,2014. A review of domestic and foreign high commitment human resource management theories and its application research. Science and Technology Progress and Countermeasures, 31(4), 156-157.

Liu Mingyu, Zuan Jia and Shen Feng ,2015.On the reform of personnel management system in universities. Science and Technology Perspectives, 4(28), 103.

Liu Shanshi, Liu Huijian, Weng Saizhu,2005.A study of the best Western human resource management model. Foreign Economics and Management, 27(3),33-39.

Locke, E.A. and D. Henne ,1986.Work Motivation Theories. International Review of Industrial and Organizational Psychology, 55(1), 1-35.

Nguyen, A.n, j.Taylor and Bradley, S ,2003. Job Autonomy and Job Satisfaction: New Evidence, Lancaster University Management School Working Paper.

Parasuraman,S.and J.A.Alutto,1984.Sources and Outcomes of Stress in Organizational Setting: Toward the Develand Redesign: Ideals and Improving Performance, Oxford University press, New York.

Walton(1985). From control to commitment in the workplace, the sociology of organizations, classical, contemporary, and critical readings, California.

Yu Lihua (2019). A study on the relationship between teaching autonomy and job atisfaction of junior high school physical education teachers. Master's thesis, Guangzhou Institute of Physical Education, Guangzhou, China.

Zhang Lin and Liu Ziyu (2020). A review of research on the impact of high commitment human resource management on job satisfaction. Productivity Research, 35(1), 157-160.

Zhang Lin and Zhang Zhengtang (2009). Intrinsic motivators, work attitudes and perceived employee performance. Economic Management, 31(16), 39-45.