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The Relationship between Human Resource Development System and Job Satisfaction

Listed author(s):
  • Nada Trunk Sirca

    (International School for Social and Business Studies, Slovenia)

  • Katarina Babnik

    (University of Primorska, Faculty of Health Sciences, Slovenia)

  • Kristijan Breznik

    (International School for Social and Business Studies, Slovenia)

Registered author(s):

    Job satisfaction is an attitude toward the job and the work context that has been in the centre of attention of theoreticians, researchers and practitioners for many decades. Past researches confirm that job satisfaction is related to employee’s job performance, organisational commitment, organisational citizenship behaviour, life satisfaction, and health. These job– related outcomes are also the main goals of HR function. The aim of the paper is to theoretically and empirically describe the role of HR practices in the area of HR development: training and education, career development, performance management and reward management, on job satisfaction. The study has been conducted on a sample of Slovenian employees (N = 824), from medium size private and public sector organisations. Cluster analysis of participant responses on the HRM practices questionnaire shows four different groups of organisational approaches to HR development that are moderately related to job satisfaction. The results are discussed from four perspectives: individual attitudes, HRM theory, social exchange theory and the psychological climate theory.

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    This chapter was published in: Nada Trunk Sirca & Katarina Babnik & Kristijan Breznik , , pages 977-987, 2012.
    This item is provided by International School for Social and Business Studies, Celje, Slovenia in its series Knowledge and Learning: Global Empowerment; Proceedings of the Management, Knowledge and Learning International Conference 2012 with number 977-987.
    Handle: RePEc:isv:mklp12:977-987
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