The role of human resources management in achieving job satisfaction for employees in private sector organizations Case study (Royal Industrial Trading Company)

Abstract

This study aimed to identify the role of human resources management in achieving job satisfaction for employees in private sector institutions. The researcher used the descriptive analytical approach, and the study population consisted of (680) workers. The researcher used a questionnaire to collect data from the study sample, which included (246) workers. Findings indicated that the total degree of human resources management and job satisfaction in the company is high. The human resources management axes received high scores; Job planning received the highest scores, while selection and appointment received the lowest scores. The total degree of job satisfaction in the company is high and the scores of all areas of the job satisfaction axes are also high. There were strong and statistically significant correlations between human resources management and job satisfaction and their dimensions, which confirms the role of human resources management in achieving job satisfaction. There were statistically significant differences in human resources management and job satisfaction in favor of females. There were also statistically significant differences in favor of those with academic qualifications of a bachelor’s degree or higher versus a diploma or less. Moreover, there were statistical differences in the average sample estimates of the level of human resources management's role in achieving job satisfaction, in favor of department managers, department heads, and employees versus workers. Recommendations included choosing new strategies for the selection and appointment axes, considering the economic requirements and linking them to employees' salaries, and evaluating employees’ performance based on experience and achievement rather than academic certificates

Keywords: human resources management,  job satisfaction, Royal Industrial Trading Company.