Effective management of human, which is the most important resource of organizations, leads to increasing overall performance and thus gaining competitive advantage. In addition, it constitutes great importance in terms of watching employees’ desires and needs in order to increase their job satisfaction. In this sense, Human Resources Management models are accepted as crucial. In this study, the effect of HRM models on employees’ job satisfaction is researched. With this purpose, 1 middle-scaled and 3 big-scaled service sector organizations and 4 big-scaled production sector organizations, which are active in Bursa city, are taken as sample. As for measurement method, survey forms that consist 2 scales are used. The former scale is HRM Models Scale, that is developed by Kidombo, K’Obonyo and Gakuu (2012) as 38 items. The latter is Minnesota Job Satisfaction Scale that is developed by Weiss, Dawis, England and Lofquist, (1967) as 20 items. 401 employees have participated to the research and the data gathered from these participants is analysed by SPSS 20.0 package programme. According to the findings, there is a statistically significant relationship between HRM Models and Job Satisfaction. Besides, Soft HRM Model has an increasing effect on employees’ job satisfaction levels in both production and service sectors.
hard hrm model, soft hrm model, job satisfaction
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