Human r esource managment practices and worker´s job saticfaction

1. Human resource managment practices and worker´s job saticfaction Nathalie Recasens Sayra Sandoval Raymond Lou Ángel Olguin Maximilian Dohse Int. Human Resource Managment

2. Source • Article: „Human resource managment practices and worker´s job satisfaction“ By Alina Ileana Petrescu And Rob Simmons Int. Human Resource Managment

3. Agenda • Introduction • Data and methodology • The effect of pay practices • Union vs. non Union differences in impact of HRM practices • The effect of pay inequality on job satisfaction • Conclusion • Discussion Int. Human Resource Managment

4. Introduction • Purpose • Investigate the relationship between HRM practices and job satisfaction • Objectives • HRM practices substitute for unionization? • impact on the job satisfaction of union members/ non union members • analyze the impact of the perceived pay inequality on worker´s job satisfaction Int. Human Resource Managment

5. Introduction Theories and Literature • 2 souces of satisfaction • Intrinsic • Extrinsic • Evolution of the theories • Relationship betwenn pay and job satisfaction • The wider literature about the effects of new pay practices Int. Human Resource Managment

6. Data and Methodology • Datasets • CERS • WERS • Collection Method • Interview • Self Completion Survey Int. Human Resource Managment

7. CERS vs. WERS Int. Human Resource Managment

8. The Formula • S=β1X + β2HRM + β3INEQUALITY + μ • X= Vector of worker, job, and firm characteristics • HRM= Human resource management • INEQUALITY= worker’s perception of the pay distribution in within the firm Int. Human Resource Managment

9. Figure 1 Int. Human Resource Managment

10. The effect of pay practices Int. Human Resource Managment

11. Int. Human Resource Managment

12. Union VS Non-union in the impact of HRM practices “The role of unions within the workplace has been replaced by the introduction of HRM practices” Int. Human Resource Managment

13. Job satisfaction and Satisfaction with pay is higher when • The employee can express their views via meetings, independent of unionization. • Skill development and training are encouraged by the firm. Int. Human Resource Managment

14. General Conclusion The main effects on job satisfaction in Areas with interaction of Union membership are: The main effects on job satisfaction in Areas with HRM practices are: Positive and statistically significant Negative or Insignificant. Int. Human Resource Managment

15. Effect of pay inequality on job satisfaction • Little evidence in literature Int. Human Resource Managment

16. Conclusion • Profits in satisfaction • On-going learning • Job autonomy • Giving workers a „voice“ • Meetings with employees • Little evidence on union/nonunion members • Pay structure • Easy structure • Incentive systems • Improvment in information flow • Assessment on performance • Losses in satisfaction • Close supervision Int. Human Resource Managment

17. Discussion-Q1 • Do you think satisfaction is linked to pay in your own respective countries? Int. Human Resource Managment

18. Discussion-Q2 • Do you think the same factors that affect satisfaction in the research have the same effects on your personal job satisfaction? Int. Human Resource Managment

19. Discussion-Q3 • What is the role of unionization in your perspective countries? Int. Human Resource Managment

20. ? Int. Human Resource Managment

21. Thank you for your attention! Int. Human Resource Managment