Employees' satisfaction with HRM in Chinese privately-owned enterprises

Jie Shen

28 citations0/0 files storedAsia Pacific Business Review

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Employee Performance and Management Job Satisfaction and Organizational Behavior Human Resource and Talent Management

Abstract

This study investigated the levels of employees' satisfaction with human resource management (HRM) practices in Chinese privately-owned manufacturing enterprise, and differences in satisfaction between employee groups. It emerges that while the levels of employees' satisfaction with performance appraisals, staffing and pay were between high and moderate, levels of satisfaction regarding training and development were low. Employees' satisfaction levels with HRM varied according to personal characteristics including gender, age, education, position, working years and registration status. The implications of the research findings with regard to the avenue for further research and HRM improvement in the private sector have been discussed.

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References

1996THE IMPACT OF HUMAN RESOURCE MANAGEMENT PRACTICES ON PERCEPTIONS OF ORGANIZATIONAL PERFORMANCE.2004Understanding HRM-Firm Performance Linkages: The Role of the "Strength" of the HRM System 1990New hire perceptions of their own and their employer's obligations: A study of psychological contracts 1985Case Research in Marketing: Opportunities, Problems, and a Process 2008EMPLOYEE ATTRIBUTIONS OF THE “WHY” OF HR PRACTICES: THEIR EFFECTS ON EMPLOYEE ATTITUDES AND BEHAVIORS, AND CUSTOMER SATISFACTION 2001Schema, promise and mutuality: The building blocks of the psychological contract 1998Assessing psychological contracts: issues, alternatives and measures 1998Is the psychological contract worth taking seriously?

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2020Satisfaction matters: the relationships between HRM practices, work engagement and turnover intention 2011Empirical study of public sector employee loyalty and satisfaction 2021Age-Related Human Resource Management Policies and Practices: Antecedents, Outcomes, and Conceptualizations 2014Gender-Specific Preferences in Global Performance Management: An Empirical Study of Male and Female Managers in a Multinational Context

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